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Mar 30 2022

The Entire World is on Backorder!

This week on the Uncharted Podcast…

Stephanie Goss is joined this week by Nicole Clausen of Veterinary Care Logistics. These days, it feels like the whole world is on backorder. Both Stephanie and Nicole are shocked and surprised regularly, at how many practices they talk to that have absolutely ZERO plan for what to do when things run out and aren’t available. In this episode, we are going to laugh, nerd out about inventory, practice management software, and home delivery/online pharmacies. We are going to discuss what we can do at the moment things run out (because even with the best systems in the world, humans happen). And best of all, we discuss what we can do to prepare for the future to minimize the impact of backorders on our patients, clients, and teams. Let’s get into this…

Uncharted Veterinary Podcast · UVP 171 The Entire World Is On Backorder

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Episode Transcript

Banfield Pet Hospital Logo

This podcast transcript is made possible thanks to a generous gift from Banfield Pet Hospital, which is striving to increase accessibility and inclusivity across the veterinary profession. Click here to learn more about Equity, Inclusion & Diversity at Banfield.

Stephanie Goss:

Hey, everybody, I am Stephanie Goss. And this is another episode of The Uncharted Podcast. This week on the podcast, I am without my partner in crime, Dr. Andy Roark, but don't worry, he will be back better than ever for our next episode. And I have a fantastic special guest with me this week, and I'm excited to introduce her to you, we'll get into that in just one second.

Stephanie Goss:

But first, I have to say a big huge thank you to our friends at Vetsource. This episode is sponsored by Vetsource, which means it is coming to you ad-free. An online pharmacy can be a very important tool in your inventory toolbox. We know that it makes sense because we're going to be talking about inventory today.

Stephanie Goss:

And so, Vetsource has a very special offer for our Uncharted Podcast listeners. If you schedule a consultative call to learn more about how Vetsource can help you, you're going to head over to the link that they put together just for our listeners, which is vetsource.com/unchartedpodcast. The first 10 practices to schedule a call will receive an additional $50 GrubHub gift certificate, which is awesome.

Stephanie Goss:

So, thanks to the team at Vetsource for bringing this to us ad free today. And I also want to give a huge shout out to our friends at Banfield Pet Hospital. They stepped up to the plate in a big way and are making our podcast more accessible to the entire veterinary community by providing transcripts for every episode of both our Uncharted Podcast and the Cone of Shame Podcast for 2022. This falls right smack in the middle of their wheelhouse of striving to increase accessibility and inclusivity across the veterinary profession.

Stephanie Goss:

So, if you would like to learn more about equity, inclusion, and diversity at Banfield or to check out our transcripts, you can head over to the blog at unchartedvet.com/blog. You'll see the transcripts and there's some links that will get you over to find out more information about what Banfield is doing for E, I and D in the veterinary community.

Stephanie Goss:

And now, let's get into this episode. And now, The Uncharted Podcast.

Stephanie Goss:

Welcome back, everybody. I am Stephanie Goss. And once again, I am without my usual partner in crime, Dr. Andy Roark. However, I have a very fun and exciting guest here with me today. I have Nicole Clausen with me. And for those of you guys who don't know, Nicole, she is a super inventory nerd, which is what attracted me to her in the first place.

Stephanie Goss:

I love how much she is passionate about inventory, and about practice management systems. And really, about helping the profession figure out one of those things that seems to perplex people and practices over and over again. Welcome, Nicole.

Nicole Clausen:

Thank you so much for having me. I really appreciate it. I'm excited about this episode.

Stephanie Goss:

I am so excited that you are here. So, I met Nicole, I don't even know how we actually met. But I knew of you for a really long time because I was manager who worked with AVImark, and did a lot of stuff in things. And I remember when I started working with other practices, there were not a lot of resources for getting the inventory beast. That is AVImark's inventory segment setup. And I remember you were doing some awesome stuff.

Stephanie Goss:

And it was so great to be able to look at what you were doing. And you've always been great about sharing resource information outwardly in our space, which I so admire. And so, tell us a little bit about why you started your company because you actually left practice to go all in on helping people with inventory. So, tell us a little bit about what that journey looked like for you.

Nicole Clausen:

Sure. So, and almost coming up on five years now, which is just crazy to think about. But so, when I very first started managing inventory, my inventory training was very, very limited. So, we're talking my training and look like, “Oh, when you shake a bottle and it feels low, you order it.” And that was basically the extension.

Stephanie Goss:

It's so funny. So, that's the training that we get.

Nicole Clausen:

When we started the whole, work for the best. So, to call me inventory manager in the beginning was being very generous. And I just remember feeling like, I like to be a person who knows what I'm doing. And I did not know what I was doing. And so, it made me very uncomfortable.

Nicole Clausen:

And I was brand new to practice, brand new to inventory. And so, basically, I was on the struggle bus. And this was before Facebook groups were a thing. And I was living in Montana fairly like isolated know from other people in Vet Med outside of my practice.

Nicole Clausen:

And so, basically, I just started learning everything that I could. And so, I started developing these systems in my inventory, and it was working pretty well. And I started, other local area practices would ask me for questions, et cetera. And then, I actually, had an NWA rep who asked me to speak to a practice managers group, about inventory.

Nicole Clausen:

And I just remember thinking to that, and I was like, “Oh, my word.” It just lit my soul on fire. I was like, “This is what I'm supposed to be doing is just helping people and educating them. And just seeing those light bulb moments go off, I just feel like I live for those light bulb moments. And I started doing just some speaking, and then it very quickly grew where people were asking me to come in and consult, and it's like, “Oh, yeah, I'll just do like a local area, Montana practices.” But I started going multiples very quickly.

Nicole Clausen:

And it's just evolved since then. But I think, my guiding light in my founding principle has always been, I want other inventory managers to feel like they have somebody in their corner because it can be such a lonely role because there's usually only one inventory manager in a practice. And then, on top of that, there's not a lot of training and resources out there.

Nicole Clausen:

And then, to compound it by, I think, Vet Med in general is fairly thankless, but especially as an inventory manager, because no one is ever like, “Oh, my gosh, thank you so much for having what we needed for this procedure today. You are the best.” So…

Stephanie Goss:

Isn't that the truth? Thank you so much for having those bottles of Rimadyl on the shelf? I appreciate you.” That is a thing that never happened.

Nicole Clausen:

No, I don't think I've ever heard that. So, I just wanted to be like, they are and feel even if like one person, if I could help one person feel like they had somebody in their corner. I feel like, I achieved my goal. So, that's how I got started.

Stephanie Goss:

You have definitely achieved your goal, because I know that you have helped a multitude of people beyond one person. Now, you have an open community on Facebook, which actually, I was just recently, did a podcast with Jen Galvin, and we're talking about inventory. And we were talking about the Facebook group, actually, and talking about how great it is that we have so many more Facebook groups in the veterinary community. I'm going to date myself here.

Stephanie Goss:

But I remember when I started in veterinary medicine, and the only online resource for people who were not doctors was the SPN, which has been support staff program.

Nicole Clausen:

Yeah.

Stephanie Goss:

And that was it. And it took me the longest time to find that because that was all that was out there. And online wasn't an option. And I feel like, one of the things that I appreciate as negative a black hole social media can be, one of the things that I do appreciate about Facebook is the ability to connect with people in our field.

Stephanie Goss:

And so, I'm an active member in your veterinary inventory group on there, and I love seeing people be able to reach out not only to you, who is someone who has gotten training and has a really solid foundation, obviously, on how to do inventory. But to each other, to ask those questions like, “Hey, are you having this problem? Hey, has anybody found anywhere to get this, because I asked my two regular distributors and this is on backorder and I really need this thing?”

Stephanie Goss:

It's like, those day-to-day questions where we used to be so isolated and used to maybe, call the practice down the street, or phone a friend and ask somebody you knew. But that was really, where it ended for a lot of us. And so, I love the space that you have made for people to be able to connect, and be able to talk to each other about that kind of stuff.

Nicole Clausen:

Thank you. I love the Facebook group, and I feel like there is just so many cool people in there. And I just love seeing that med has its problems, right? But there, I just love seeing just the amount of people that are so willing to help, and so giving, and so gracious, and so just willing to help people no matter what. I think, it's so great about so many people in Vet Med is just that spirit of giving and generosity. And so, I just love seeing the connections and all the growing and learning that's happening is so cool to witness.

Stephanie Goss:

Totally. Speaking of backorders, when you and I were talking about, we got nerdy together for a second over email, we're like, there's so many things that we would have fun talking about together. And one of those things that immediately stuck out to me was the idea of, what are some strategies for navigating backorder? And when you threw that out, I was like, “Yes,” because it feels like the whole world is on backorder right now.

Stephanie Goss:

I walk into the grocery store, and the shelves are half empty. You can't… I'm constantly getting, “This is out of stock,” alerts on all my auto-ship stuff with Amazon. It's not just us in veterinary medicine, and I know how frustrated I have been in the recent past with things being on backorder for the clinic. And I know that I'm not alone. I hear it regularly in the Uncharted community. I see it regularly in the inventory nerd group on Facebook. I see it in our manager groups that you and I are both in. Everybody's like, “This thing is on backorder.”

Stephanie Goss:

And the frustrating part, I think, for a lot of us is that, for a long time, something would go on backorder. But usually, there was an alternative, and you could find something else that you could replace it with. And the back orders were, even when they happened frequently, it was short lived, right? Maybe, something would go on backorder for a couple of months, but then it would come back in stock.

Stephanie Goss:

And I feel like the last two years, a lot of us have had to face things being on backorders for extended period of time. And multiple things, that would be a solution or a replacement for each other being on backorder at the same time. Because the whole world has latched on to this panic buying where toilet paper is out of stock on the grocery shelf. So, let's order nine tons of it from Amazon and hoard it in our house. And I feel like that has applied to the clinic as well.

Stephanie Goss:

And so, I want to talk a little bit today with you about what are some of those strategies? How do we approach the fact that things are going to go on backorder? How do we be better prepared for that when it happens in the moment? And then, also, what do we do to prepare for it again? Because eventually, something else is going to go on backorder. And better yet, what are some things that we can do with our inventory, so that we avoid issues in the first place, if at all possible?

Nicole Clausen:

Yeah. So, those are really great questions and such a timely thing because, absolutely, to your point, it seems like literally, anything and everything is on backorder right now. This is like so random, but my favorite drink in the whole world is a brown sugar, oatmeal shake, and espresso from Starbucks. And I live in a fairly rural area.

Nicole Clausen:

So, anytime I go to town, which is like a 20 or 30-minute adventure. Every time, I get to Starbucks, literally, every time, I tried to get my drink, and they're like, “Oh, we're out of oat milk, we're out of oat milk, we can't get it.” And I'm like, “Oh, no.” So, it's just one of those things right now. But I think, as we're thinking about backorders, there's so many pieces, right? It's like, how do we prepare for before they ever happen? What do we do when it actually happens? And then, what are some steps that maybe, we can take to kind of build in some resiliency there?

Nicole Clausen:

And I think the biggest one that comes down to is communication. So, that really is going to be the key to backorders because A, how do we communicate with our team that something's on backorder? How do we make sure that everyone knows, okay, this product is on backorder, and it's not necessarily just out of stock, or I forgot to order it?

Nicole Clausen:

So, I love the idea of creating a hospital Slack account, if you've never heard of Slack before, it is like an instant messenger platform essentially, where you can create different channels and all the other great stuff. And so, you can have a channel that's just for backorders. You could have a warrantless channel. You could have different channels for different departments. It's so flexible.

Nicole Clausen:

So, I really like that. But then, also adding an alert to your practice management system. So, somebody goes to dispense something, it says, “Product X, Y, Z is on backorder. Sorry, here's an alternative.” Some pins allow you to do that. Some not so much. But we'll talk about the completeness of pins… This is another big.

Stephanie Goss:

So, we're still in the stone age's, bless their hearts. Okay, so let's start at the beginning, which is like, and I think it goes out of order, right? So, you would think logically, how do we preemptively prepare, so that we don't struggle. And I think, you and I both know that most of our colleagues deal with backorder, when someone goes to get something off the shelf, and it's the last of something, and it's not been put on the order book.

Stephanie Goss:

And now, we're completely out of it. And you've got five posted notes on your desk from somebody saying, “Hey, I need this thing. And then, you go to order it. And oh, they're still or that it's on backorder. And now, you're telling people that not only has it not been ordered, and were completely out of it, but it's on backorder, and you're not going to get it. And it's that moment of panic, I feel like most of us deal with most often that triggers. I know, for me, always triggered massive anxiety around, how do I… To your point, how do I communicate this? Because I know I'm going to have to tell the team.

Stephanie Goss:

And then, if I tell everybody who's here today, it won't help me with the fact that people are off, and then you play the telephone game. And then, people are like, “I didn't get the memo.” And that doesn't that doesn't consider how do we communicate that to clients either as well, right?

Stephanie Goss:

So, I love your idea of Slack. I think that's so great. We use Slack in my practice. And we actually, had an inventory channel. And that's where all of our inventory communications went. And we, for those of you guys who do Slack, if you don't use it, I love that you brought it up, Nicole, because you should absolutely, check it out. It's a huge communication tool, and can do a lot for your team.

Stephanie Goss:

If you guys are on Microsoft Teams hospital, Teams has a similar Slackish kind of functionality within it. So, that's an alternative as well, and there's several others. But what I love about Slack is, we had an inventory channel. And so, within individual channels, you can create a post, and then you can pin it. And I think about pinning like a bulletin board.

Stephanie Goss:

And so, what I would do is I started a message called backorders, and the backorder post was pinned within our channel. And so, anybody could go into the inventory channel and click on the pinned post, and it would always be at the top, and they could see what was on inventory, when did it go on? Or, what was on backorder? Excuse me, when did it go on backorder? What was the expected ETA? What was the potential alternative, if there was one? And any other important notes like, this is on indefinite backorder. There are no other alternatives, the doctors are having a meeting to discuss what we're going to use instead, right? That kind of communication notes.

Stephanie Goss:

It serves two purposes. One, it helps keep it all in one place. And two, it helped me as the manager with that ongoing communication within our team, because to your point, the communication piece is often where a lot of practices struggle, I feel like.

Nicole Clausen:

Yeah, absolutely. And then, the communication can go beyond just how do we effectively communicate a backorder. But also, it's building those relationships with your sales reps with your especially the inside sales team, because they're going to be able to alert you to a lot of potential backorders that are coming down the pike. So, it's like building that relationship is so helpful.

Stephanie Goss:

Yes, I love that.

Nicole Clausen:

But then, also sometimes, okay, I'm not saying that we can predict backorders, because that's challenging. But sometimes, depending on what's going on in the world, we can think about, okay, is this going to have an impact on the supply chain?

Nicole Clausen:

So, if you remember back in 2017, I think it was, the big hurricane that hit Puerto Rico. And there's a ton of Baxter and manufacturing facilities in Puerto Rico. So, they had that huge hurricane. And subsequently, then we had huge backorders of fluids, fluid lines, all that other stuff, because we had all those facilities were damaged.

Nicole Clausen:

So, and then also, on that note, so if you remember maybe, it's like 2020, when India was really struggling with COVID really bad. India is actually, a huge exporter of generics. And so, because they have such a significant portion of generic exportation, we saw significant backorders in a lot of our generics.

Nicole Clausen:

So, sometimes, I mean, of course, not all, we can tell what might be coming down the pike as far as supply chain issues go, depending on what's going on with the world.

Stephanie Goss:

And I love your point about your inside sales reps because they are like, they're like the ones who should get cookies sent to them, right? Because they're amazing. And your point, the average inventory manager in a practice who's doing 95 other things during the course of their day, is not going to necessarily have the knowledge of what you were just talking about, right? They're not necessarily, going to know where different things are made in the world and where things come from.

Stephanie Goss:

But the inside sales reps, not only do they get notices on backorders, before they happen, but they also, that's what their training is for, right? They know that kind of stuff. And so, they should be your best friend.

Nicole Clausen:

Yeah.

Stephanie Goss:

And I, like you, leaned into those relationships and built really good ones. And in fact, it's funny because I have two inside sales reps at two different companies, distributor companies that I have worked with for the entire, I think, I'm going on my 18th year in practice, that whole time. And even though, I have moved states and moved territories multiple times, I have requested to keep that inside sales rep assigned to my account on more than one occasion, because they are amazing.

Stephanie Goss:

And it's worth building those relationships and taking the time to get to know them. Because lots of us lately, you and I both know living in rural areas, when you are in a rural area, you don't get the reps that walk into the practice on a regular basis. I feel like the first year I lived here, I could count on one hand, the number of reps I saw, and I probably, saw them twice in the first 12 months, if that, some of them I didn't see even at all, because the bigger their territories are, the more rural their territories are, the outside sales reps don't necessarily get to go around to everybody's practice.

Stephanie Goss:

So, but yet, everybody has an inside sales rep. And especially now that we've all leaned into remote communicating, having contact with them by email or phone, or I loved our distributors when they all started to add the chat functionality to their website.

Nicole Clausen:

Yeah.

Stephanie Goss:

The ability to be multitasking in their practice and chat with my inside sales rep. And ping them and be like, “Hey, can you tell me about this thing? It won't let me order it, but I really need it.”

Nicole Clausen:

Totally. Yeah, those relationships of our inside sales reps can be so beneficial, and just making sure, because a lot of times, they can make stuff happen.

Stephanie Goss:

Mm-hmm (affirmative). That is a true story. So, okay, so you think about communication being important, and when you think about communicating to the team, you mentioned needing to be able to communicate, what is happening with the backorder? Things like timeline. Do we have an alternative product? What do we know about the backorder situation? Is it now on allocation? Are we still going to be able to get it, but just in limited quantities? Is it completely unavailable? Are we in a pending queue, so that when they do get a stock in, we're going to get some like, all of that is important stuff to be able to communicate to the team?

Stephanie Goss:

And those are all the nitty-gritty details that people really, I feel like it's easy as the inventory manager to feel ignored a lot of the time, because the rest of the team is busy, right? And hundreds of times where I had shared that information with my team. They'd be like, “You never told me.” And I'm like, “Yes, I did.” But the reality is not that they're not listening, because that's the first place of mind goes this, right? Like, gosh, darn it, why doesn't anybody ever listen to me? But the reality is, they're doing a million things at once the same as I am.

Stephanie Goss:

And so, it goes in, and then it gets forgotten about. So, having a system where that can live, so that you can remind people and recall it and half the time, the doctors would ask me, “Hey, is this thing still on backorder?” And I couldn't tell you off the top of my head because things have moved and shifted and changed and the ability for myself to be able to go back and go, “Well, I don't know. Let me look, let me see what I put in Slack and see what the last update,” was huge.

Stephanie Goss:

So, that communication piece of it, are there other things that you can think of that we can do, particularly in the moment when we find out that something is on backorder to ease that pain? So, making friends with the inside sales reps. But, what else?

Nicole Clausen:

The next step would really be to see if there is an alternative, and come up with a little bit of a game plan. So, for example, in the case of, let's just say, Vetmedin and goes on backorder every other week, I feel like. Then, it's like, is there a compounded product of it.

Stephanie Goss:

True story.

Nicole Clausen:

Right. Yeah, it's like okay, it's just inevitable. It's not a matter if, it's a matter of when. So, it's like, isn't an alternative product? Can we get this compounded? Are the doctors comfortable with a compounded product? Is there an alternative product that's available? What does that kind of look like?

Nicole Clausen:

And so, I always recommend, especially in the moment because it is anxiety-inducing, it is a panic moment, just have like a cheat sheet, or just like, just some questions or something that you can either fill out or just think about, so have that readily available that says like, “Okay, I'm going to check compounding, I'm going to check with my inside sales reps.” And then, maybe, depending on the level of product importance, that might have like, a little bit of a change. Because we're going to treat tongue depressors differently, then we're going to treat like rabies vaccines or euthanasia solution.

Stephanie Goss:

Right, right.

Nicole Clausen:

So, it's like, depending on how critical this is, maybe I might do something differently. And then, trying to figure out, absolutely, to your point, if this is the long-term situation, because a couple years ago, if you remember, the opioid crisis, basically, we could not get anything for a long time. But we're down to basically, using like buprenorphine.

Nicole Clausen:

So, it's like, if that were to happen, what are our options going to be. And I guess, what is Plan A, maybe Plan C, maybe Plan F. And just thinking through, what fits best for your standard of care, what fits best for your veterinarians, for your care team, everything like that.

Stephanie Goss:

And this is where your point about communication, I think, is also really, really important because that is all communicating. And this is where it's hard for a lot of us who are inventory managers, because most of us are not doctors, although I know some of you who are listening to this, and I know your practice owners. And I know you're in charge of inventory at your practice, and you need to stop it because that should not be your job. Someone else on your team should be in charge of that. But I'm going to save that soapbox.

Stephanie Goss:

But most of our inventory managers are not doctors, right? So, we can't make those decisions in a silo. We have to be able to communicate with our practice owner, our medical director, our associate veterinarians, and have not only conversation and communication about what is going to happen, but they have to be involved in that decision-making process of you as the inventory manager supplying them with the information.

Stephanie Goss:

And so, you need to know things like, is this temporary or not? All of the questions that we've already talked about, and then be able to ask them, to your point, if we're talking about anesthesia, or something we use as part of our pre-med protocol, they need to know, are there any other alternatives? What can you get instead?

Stephanie Goss:

And so, I love your point about creating like a cheat sheet for yourself, or having some template, whether it's in your practice management software. They all have a glossary function, get yourself a glossary, and make yourself a glossary entry for when something is on backorder, so that you can fill in all of those note's fields. And then, kick a message to your practice owner or your medical director and say, “Hey, FYI, this thing is on backorder, here's all the info I have, please advise what you would like me to do,” right?

Stephanie Goss:

And then, that communication is really important because your doctor needs to be able to take under into account, is this something like, non-Earth shattering, maybe an eye ointment that's gone on backorder? And there's a generally, acceptable alternative that probably none of the other doctors are going to argue with them about? Or is this something like an anesthetic or pre-med where the other doctors might not feel comfortable using different things, and where they need to have a doctor's meeting to decide that kind of thing.

Nicole Clausen:

Totally.

Stephanie Goss:

And that's where I think that communication is so, so important.

Nicole Clausen:

Yeah, because I think as we kind of like go into, I think, well not really even go into, but just continue the season of supply chain disruptions. It's just important for our team to come together on this, and realize that, A, inventory is a team sport, and B, you can't make more product in your bathtub. So, we can't…

Stephanie Goss:

Right.

Nicole Clausen:

… conjure up these backorder products. So, it's like, how do we make sure that we are treating our patients to the best of our abilities because that's ultimately, what we're here for. So…

Stephanie Goss:

And let's talk about that for a second, because one of the things that I think can be a tool in the toolbox that a lot of times we forget is, there are often times where your main distributor might have something on backorder. But other distributors have it available, or where your online pharmacy partner has it available in stock, right? Because the distributors are buying things, obviously, in much larger quantities as our home delivery partners.

Stephanie Goss:

And so, that's a tool that you should absolutely have in your tool belt, and be able to reach for and know, who can I call? Who can I source? And it never pains me more than when I hear from somebody who's like, “We only have one distributor account, and I can't get this thing, what do I do?” And I'm like, “Ooh, freaking knife in the heart.”

Nicole Clausen:

Yeah, I know. It's like, “No, no, please.”

Stephanie Goss:

Right. So, I think knowing, and there's a couple of things for that, obviously, you as the inventory manager can't open up accounts, that's something that your practice owner or your medical director has to do, but having alternative distributors and being able to utilize something like VetCove, where you can just pop in what you're looking for and see, can you get it with another distributor in a one-stop view, right?

Stephanie Goss:

Or being able to lean in and say to a client, “Hey, we don't actually have this in stock, and it's on backorder. So, we're not actually, going to get a shipment for another couple of weeks. However, I can get you a bottle through our home delivery service or two bottles through them, because they still have it in stock, would you like me to send it to you, so that you have enough to get you through until we get our next shipment?” It's having those tools to lean into that I think are super important.

Nicole Clausen:

Totally. It's so important, I think especially right now with just our problems with availability is having the option for different distributors, manufacturers, just having that available to you. Because you can open an account, but you don't have to spend money with them. It's not like, you have to have like a monthly minimum.

Stephanie Goss:

Right.

Nicole Clausen:

So, I always recommend having different options, especially a mix of like smaller and larger distributors and vendors, so that if maybe your main one, it's on backorder through there, they can go a different route. And another thing that some people don't realize is when you're looking at your distributor's website, oftentimes, that's just the availability for your local warehouse.

Nicole Clausen:

So, it could be available in another warehouse. But that's where their relationship with your inside sales rep is key. Because you could just buzz them up and say, “Hey, I see this is on backorder for me, or it's out of stock, is it truly out of stock? Or is there some available in another warehouse?” So, I think that can be, just another really helpful tool for you.

Stephanie Goss:

So, getting out of the, in the moment, what are some of the things that we can do to prepare ourselves for when it's going to happen again? Because we know what's going to happen again. So, we were just talking about having multiple accounts with manufacturers and distributors, super, super key, right? Having an online and online pharmacy partner, I know you're a big advocate as well as I am. It doesn't matter who you're using. You just have to have one.

Nicole Clausen:

Yeah.

Stephanie Goss:

You have the ability to say to your clients, “Let me have this, basically, drop shipped and sent to your houses,” is so, so huge. Are there other things that practices can do to help plan for when it happens again?

Nicole Clausen:

I think one of the important things is twofold is, recognizing what your really important products are. Because I think, sometimes, we're in the day-to-day, and we're thinking, it's not really in our mind. The inventory is all created equal. But in terms of importance, that may not necessarily be the case, right?

Nicole Clausen:

So, our vaccines, our euthanasia solution, our pre-meds, all of those are way more important than cotton balls and tongue depressors, and what have you, slide covers. So, just keeping in the back of your mind, and just knowing, especially when we're just in survival mode of what those… I like to call them your VIP products, so that you always know what those key products are for your practice.

Nicole Clausen:

And you can kind of keep a pulse on them to see like, and then the other thing is if you use Vetcove, they have little different colored trucks. Sometimes, you can start to see like, oh, one goes on backorder, and then maybe a week later, another one goes on backorder. And you're like, “Something's not right here.”

Stephanie Goss:

Yup, yup.

Nicole Clausen:

So, you can start to see the progression of the backorders. So, that's helpful to monitor, if you have the time. But really, just acknowledging what those key products are, can be super helpful.

Stephanie Goss:

One of the things that I know you do a lot of educating on with the clinics that you work with, and then just in general, within the communities that you're a part of is, the concept of reorder points. And you and I know that that's born out of that place of fear for us where we started, where we're literally shaking the bottle and going, “There's three tablets left, maybe it's time that I order it.” Or, more often than not, we're looking at the shelf, and it's totally empty, and you don't know how long it's been empty for, but you know that it shouldn't be empty.

Nicole Clausen:

Or actually, it's got to be something here.

Stephanie Goss:

Exactly. And reorder points are something that I feel like people really, really struggle with a lot. It's hard to get a really good, well-functioning system in place. But to your point, that's something that's really important, knowing what those VIP products are, and learning how to lean into the… I think all of us who are inventory managers get trained in the have all the things on hand, don't run out of things, but also don't spend too much money, right?

Stephanie Goss:

And so, it feels like we're getting pressed from all sides. And I think that's one of those places where I learned to lean into knowing the inventory and feeling comfortable enough to say, “Hey, look, the multiple different trucks have started changing color, or my inside sales rep has given me that heads up, saying this is going to be a thing. And FYI, it's going to be a thing for the next few months. So, you might want to stock up on this.”

Stephanie Goss:

That's where I leaned into trusting that the give and take and saying to my practice owner, or my medical director, “Hey, I know we normally don't carry a lot of extra stock. And this is now gone on backorder with multiple manufacturers, I really like, this is one of our VIP things. I really feel like now is the time to order, three months' worth, so that we have enough on the shelf. Are you okay with that? Right?

Stephanie Goss:

And that conversation seems to be so hard for so many people to have. And it's one of those areas that I see people reorder points, just seem to be one of those areas that I see our colleagues struggle with a lot. And I know you talk to people a lot about it. So, tell me about how you think reorder points can help us with this, with the backorder piece.

Nicole Clausen:

Totally. So, what I like about reorder points, and I could probably go on forever and a day about reorder points, so I'm not trying to keep that so much for you. But my favorite thing about reorder points is, they give their data point, right? They give us data and information. They put numbers to it, right?

Nicole Clausen:

So, I bet you right now, if you're listening, if you asked every single person in your practice, what low means for like gabapentin, let's just say, you're going to get a different answer for every single person in your practice. And so, what reorder points do is, they allow you to quantify what low means, so that you can say, because I bet then if you survey 10 practices in your area, low is going to be different for every single practice.

Stephanie Goss:

Yup.

Nicole Clausen:

So, when you calculate and utilize reorder points, it can help you quantify what's low. And then, so going back to what you mentioned earlier about having that conversation with your practice owner, or your medical director about a three-month supply, you now have data behind that.

Nicole Clausen:

So, rather than just saying like, “Oh, I think we should just order 10 bottles,” right? You know, because you have calculated those reorder points and your reorder quantities, that each month you use a bottle and a quarter without fail. Just that's kind of, so then you know, okay, like going and looking at, okay, what am I going to purchase for three months? You know, because you have your 30-day supply, you know exactly what that's going to look like.

Nicole Clausen:

And then, it gives you confidence in that direction to have those conversations with data and information, rather than just kind of be like, “I'm pretty sure, we should do this.”

Stephanie Goss:

Mm-hmm (affirmative). And I will totally admit, like when there have been plenty of times, especially when I was getting started with inventory where I just went with my gut, and I was like, “I don't know, maybe I should buy five bottles.” That feels like it's enough. And then, inevitably, I would just pick and shoot in the dark, like throw dart, right? And then, the thing would come, and then we'd go through it in like a week.

Stephanie Goss:

And I'd be like, “Gosh, darn it.” And now, it's on total backorder. And you can't get it. And now, everybody's mad because they're like, “I thought you said you were ordering enough to get us through.” And I was like, “I thought I was.” Don't get mad, don't shoot the messenger. But I think, I love… You and I are both super spreadsheet nerdy, friends at heart. And I love that.

Stephanie Goss:

The data is so, so important. And to your point, the ability to communicate that effectively with the person who ultimately is in-charge of that with you, your partner, whether it's your press owner, or your medical director, whatever, the ability to say, “I've pulled the numbers from AVImark. And here's exactly, how much we've used in a three-month period. The inside sales rep is expecting this to be on backorder for at least eight weeks. I really think that we should get 12 weeks' worth to be sure, are you okay that I order it? Here's the dollar amount that that's going to cost us.”

Stephanie Goss:

And make a case for those instances, where you go above and beyond. Certainly, your mantra and mine, which is, if it doesn't turn over in 30 days, you probably don't need to have that much on your shelf, right? So, I love that.

Nicole Clausen:

And I just think about, when COVID first started happening, we were like first experiencing these backorders. Sometimes, it's really easy to like, give into the panic a little bit. And I've just heard from so many practices, that at that time, they bought a bunch like Dex SP. I think one practice bought like 12 bottles, which is like, I'm not kidding you.

Stephanie Goss:

Oh, gosh.

Nicole Clausen:

A 16-year supply for them. So, when we think like, okay, what is so reasonable? Because when we panic buy, that makes the backorder that much worse. It's like, yes, we want to be taken care of, and we want our practice to be taken care of. But we also don't need to buy a decade's worth.

Stephanie Goss:

Right.

Nicole Clausen:

So, I think having that data can help that.

Stephanie Goss:

And that's one of the things I love. Back to your point about our inside sales reps, it used to, in the moment, be frustrating, right? When I'm on the phone with my sales rep, and they'd be like, “Well, it's now an allocation. And I can only send you two bottles.” And I used to get frustrated with that because it's like, you feel that overwhelming sense of panic of like, “But what if I can't get any more? And why can't you just sell me the 12 bottles that I now want to buy?”

Stephanie Goss:

And you and I having done that kind of education that we haven't and worked with the manufacturers and distributors the way that we both have know that, for our practice, however big or small it is, there are other practices out there that have needs, that are greater than ours in volume. And so, to put it in perspective, we're feeling that panic.

Stephanie Goss:

But our friends down the street who have the ER specialty practice, who are using 10 times that volume in the month, are also having that panic and need more than we do. And so, that's one of the areas where I feel like, it took me a long time to understand that, especially our distributor partners are doing that math for us and trying to help us, provide us with that data.

Stephanie Goss:

So, they're looking at it, and they're saying they're pulling your 12-month, or sometimes 24-month history and saying, “Okay, look, Stephanie, let's be real for a second. Your practice has only used two bottles of Dex SP in the last 24 months, you don't need 12 bottles.”

Nicole Clausen:

We don't need to prepare for the daily infusion of a busload of Great Danes, it's just going to come in every single day. We, maybe, don't have to go there.

Stephanie Goss:

Right, exactly. But in that moment, it can feel frustrating because you're just like, I want to solve the problem. And it can be really easy to get irritated. But know that they're also working with data, which is super helpful. And if you haven't utilized them in that way, that is a great thing that you can do, pick up the phone and call them and say, “Hey, can you run my 12 or 24-month numbers and tell me, like if you're PIMS…

Stephanie Goss:

So, when I first started doing inventory, we were AVImark users. And our PIMS was a nightmare. And the inventory was not setup. It was whole hot dumpster fire. And so, I couldn't get any data out of it, even if I wanted to. And I can't tell you how many times I picked up the phone and called Mareeba and was like, “Hey, can you please just tell me how much we've ordered in the last 12 months, so that I could get that information?”

Stephanie Goss:

And so, if you're one of those people who's like, “We don't track it our PIMS, or if we, when we mentioned Vetcove, which is probably worth us telling those who are listening, going, “What is that? What it is?” Because I'm still astounded by how many people do not use Vetcove, it just blows my mind that there are still people out there that don't know it and aren't using it.

Stephanie Goss:

But if you're one of those people, pick up the phone and call your distributor, or send them, shoot your inside sales rep with email, because that's part of what they're there for. They're there to be your partner, and help you pull that data, even if you don't have it at your fingertips.

Nicole Clausen:

Yes, absolutely. Just trying to get that data, so we can get that information, because I don't know about you, but I feel so much more comfortable when I know, and then not having a guest. And I feel like, just having that data, just takes that question and the anxiety. I call it unintentional chaos, right?

Nicole Clausen:

Our practices are chaotic, as enough as it is. So, when we add in this layer of unintentional chaos, it's like, what can we do to mitigate that. And I think, adding data can really help that as long as you're comfortable with using it. So, that's another point is like prep for it. If you're listening, and you've never used reorder points before, you've never looked at how much you're actually purchasing or using a product. Just start with just a couple of products. And just get familiar with looking at that information in your practice management system or calling your distributor.

Nicole Clausen:

So, if you're ever faced or when you're faced with those decisions of like, “Oh, how this is going on backorder. And I want to comfortably, add in some extra stock, what does that look like?” You feel comfortable with that data. You feel comfortable finding out where to get that? Because I think it's a little bit easier when you're not in that panic state. And it's not a necessity that you find out right that minute, takes that pressure off.

Stephanie Goss:

Totally. Is there anything else that you would want to share with those who are listening with us today about the worlds on backorder? How do I prepare for this?

Nicole Clausen:

I also think, adding just, I'm not sure, I can't remember if I shared this already, but just like a sticker or something on the shelf of where it lives. And so, when somebody goes to try to find something, they're like, “Oh, this is on backorder.” It's not that they were out. Because I think sometimes, it's like, “Oh, we were in with Mrs. Jones and she agreed to all this stuff. And we bring the dog to the back, and we're out of a whole bunch of stuff.” It just takes the wind out of your sails. But just knowing that it's on backorder, I think is helpful.

Stephanie Goss:

Yes.

Nicole Clausen:

And then, of course, go ahead, sorry.

Stephanie Goss:

Oh, I was going to say, I love that. And I love your idea of having a sticker or something that you visually put on the shelves. One of the things we used to do is, we used a tag system for the inventory. And when things would go on backorder, those tags would sometimes sit in our to be ordered bucket for weeks and weeks and weeks. And I was always afraid that they would get lost.

Stephanie Goss:

And so, at some point along the line, we started putting backorder, we would cross out that someone had requested the item and right back order in Sharpies, so that everybody can see in the date. And then, we would stick a post it to it, if it had more info or whatever, put it in Slack. And then, we would put that tag, we would hang it off of the space on the shelf.

Stephanie Goss:

So, if someone was standing and looking at the shelf, it was really easy with the tags hanging off to visually see at a glance, what was missing. Not that just that it was, “Oh, there's an empty spot on the shelf. And maybe, we just happen to run out of it. But that, “Oh, hey, that's actually a backorder thing.”

Nicole Clausen:

Yes, I love the idea.

Stephanie Goss:

I love that. The idea of making a visual.

Nicole Clausen:

Yeah, I feel like it's like, as many visual cues as we can make, because we're busy every day just buzzing around, taking care of patients, and sometimes, it's like, “Ah, where is this? What is happening?” Sometimes, just those visual cues, can you just be like, “Oh, yeah, okay, that's what's happening.” You don't have to quite, I guess, think as much.

Nicole Clausen:

And the other thing that I always like to share about backorders and just like managing inventory right now is, if you're an inventory manager listening to this, you are amazing. You are literally managing inventory for a practice in, I hate saying this word, but unprecedented in time when there have never been more backorders and supply chain issues and just navigating this whole thing, like don't forget to just remind yourself, how amazing you are for navigating all this right now. So, just like, if you're feeling down on yourself, just remember, just be like, “Okay, Nicole said, you really are doing amazing.”

Stephanie Goss:

Hashtag true story. Let's take a second, we say in Uncharted like, “This is a hold the trophy moment.” Hold the trophy for yourselves, you guys because Nicole is a 100% right. This is one of the hardest things that maybe, any of us who have managed inventory have ever had to go through, and you are doing an amazing job.

Stephanie Goss:

And to that end, if we have people who are listening, Nicole, and they're like, “I would love to even just be able to commiserate with my fellow inventory nerds, because I didn't even know that there were groups out there.” Where can people find their fellow inventory nerds in your Facebook group?

Nicole Clausen:

Totally. So, you can look us up on Facebook. It's called, The Veterinary Inventory Management group. Feel free to join us, we would love, love, love to have you. If you're not on Facebook, we also have a platform outside of Facebook called The Veterinary Inventory Strategy Network. Both are free to join. There's just a lot of really great people. So, we would love to have you, for sure.

Stephanie Goss:

And if there are listeners who like one of the things that I love about you is that, now that you are a person who has made the leap out of practice, and are just nerding out on inventory and helping practices every day with your day job, I love when people ask me questions, I'm like, “You need to reach out to Nicole,” because she has got so many resources and so many tools.

Stephanie Goss:

And we do, I mean, we have multiple courses within Uncharted where we talk solely about inventory. And we do a lot of the surface stuff. And one of the things that I love that you do is get down in the weeds with practices and help them on a practical level with setting up their practice management software with figuring out how to do ABC analysis with learning about reorder points. And everything from the basic education to the in-depth consultation stuff, which I think is so, so important.

Stephanie Goss:

So, for those of our inventory managers who are listening, who are like, “That's me, I am in crisis mode, I desperately need help,” is there a place where they can find you? And we'll drop all of these in the show notes for you guys, so you have links to Nicole's platforms.

Nicole Clausen:

Yeah, absolutely. So, I have a lot of information on my website. I release free guides all the time. I also, offer remote consulting services, like if you need help with any kind of inventory, I probably have something for you. You can find my website at vetlogic.co. That really is .co and .com. I actually, also have a Pinterest account, where there's like a ton of VetMed and pharmacy inspiration and just all that kind of stuff.

Stephanie Goss:

Awesome.

Nicole Clausen:

Pinterest is also @veterinarycarelogistics, same with Facebook and Instagram. So, I'm pretty active on all the social media channels. And so, if you're listening, and just say, hi, and just send me a message on Instagram @veterinarycarelogistics. I'd love to just say hi, in chat with you. I also do have like a PDF guide on backorders that I can send you, so feel free to send me a DM, and I can send it over to you.

Stephanie Goss:

Yeah, I actually, was checking it out through the website today. And it's super, super easy to access. And for those of you guys, who are listening, who are Uncharted members, if you're like, “Hey, Stephanie is talking to us about this class that we didn't even know existed.” You can search in the Knowledge Library. And if you search inventory, it'll pop right up to the top for you. There have been multiple sessions of that, or you can send me or Jen Galvin a message and we'll get you to the right place within the community.

Stephanie Goss:

Thank you, Nicole, so much for being here and talking with me today. This has been so fun. And honestly, I can totally see you and I having more conversations in the future because like you said, we could talk about this stuff all day long.

Nicole Clausen:

Totally. Thank you so much for having me. It was so much fun. And I always love getting to nerd out on inventory. So, it's always a good day when we talk inventory.

Stephanie Goss:

Yeah, it is. Okay, take care, everybody. Have a great week.

Nicole Clausen:

Okay. Bye.

Stephanie Goss:

That's a wrap on another episode of the podcast. Thanks so much for joining me this week. I hope you enjoyed this different kind of conversation that I had today with Nicole. If you did have a feeling that you would enjoy joining us in Greenville, South Carolina for our upcoming April conference. We don't have too many spots left. I think there's maybe, five. But we would love to see you in Greenville.

Stephanie Goss:

It is happening April 21st through the 23rd, and I just want to take a quick second to say, thank you to our sponsors. Without them, we couldn't make our live events happen. I want to thank, Hill's Pet Nutrition, CareCredit, and Nationwide for all their support. We are looking forward to spending time with them and with you in Greenville in just a few weeks. Hope to see you guys there. If you head on over to the website at uncharteredevent.com, you can find out more information about registration. Take care, everybody. Have a great week.

Written by TylerG · Categorized: Blog, Podcast

Mar 23 2022

Hall of Fame: Making Staff Meetings Worth It

Uncharted Veterinary Podcast Episode 170 Cover Image

IN THIS EPISODE OF THE UNCHARTED PODCAST…

In this Hall of Fame episode, a medical director of multiple veterinary practices wants to change their staff meetings from two-hour lectures to engaging, staff-driven conversations! They need help from the practice managers to make it happen. How do they get them on board?

Want more staff meeting tips and tricks?

On April 6 from 6-8 PM ET, Jamie Holms is running a brand new Uncharted workshop: Put on Your PANTS – How to Run Meetings That Matter. Leaders, it’s time to do away with the mandatory and unproductive meetings. Learn how to run successful meetings driven by your core values.

REGISTER

Listen to the Episode!

Uncharted Veterinary Podcast · UVP 170 (HOF) Making Staff Meetings Worth It

You can also listen to the episode on Apple Podcasts, Spotify, Google Podcasts, or wherever you get your podcasts.

Got a question for the mailbag? Submit it here: unchartedvet.com/mailbag


Episode Transcript

Banfield Pet Hospital Logo

This podcast transcript is made possible thanks to a generous gift from Banfield Pet Hospital, which is striving to increase accessibility and inclusivity across the veterinary profession. Click here to learn more about Equity, Inclusion & Diversity at Banfield.

Estimated reading time: 60 minutes

STEPHANIE GOSS:

Hey everybody. I am Stephanie Goss, and this is another episode of the Uncharted Podcast. Andy and I got a great email in the mail bag that we are going to dive into this week and I love it, it is definitely one of those episodes where both of us are probably going to soapbox a little bit. We got an email about staff meetings, and making meetings worth it. And it comes to us from a multi-site medical director who is really struggling with the fact that all of their practice managers at each location that they're in charge of seem to have a similar problem.

STEPHANIE GOSS:

Which is that the team meetings seem to be a drag, they are boring, they are two hours filled with checklists and to dos, and things, and information that needs to be disseminated to the team, but this medical director is really struggling with feeling like this could be more fun. This could be way more engaging and they want to know how do you decide what's most important to discuss because every time it gets close to a meeting, it feels like there's hours worth of things on the agenda. How do you keep everybody on track during the meetings? And most importantly, how do they turn the meetings into something that the team actually wants to participate in, and is in fact taking ownership of and making their own? Let's get into this one, shall we?

STEPHANIE GOSS:

And now the Uncharted Podcast.

DR. ANDY ROARK:

And we are back it's me, Dr. Andy Roark and Stephanie. Where does the time go Goss?

STEPHANIE GOSS:

Where does the time go? How's it going Andy?

DR. ANDY ROARK:

Good gosh, here in the middle of the holiday rush that is what I am asking myself. I can't get anything done.

STEPHANIE GOSS:

I know.

DR. ANDY ROARK:

No one is available and then I'm not available, and there's emergency elementary school drama practices being called that I'm like, “I'm sorry, that's not a thing.” And then it is a thing and I'm like that's ridiculous. And there I am at 2:55 PM on a weekday in the parking lot of the elementary school, and I'm like if you said to me, these people have so much power over you I would've been like [inaudible 00:02:16] no they don't. Elementary it's an elective program. Let me tell you Stephanie Goss, these people have me by the ear lobe and they take me where I'm supposed to be.

STEPHANIE GOSS:

Oh, that's funny.

DR. ANDY ROARK:

I am a captain of industry, I publish podcasts that thousands and thousands of people listen to every week and they're, “Shut up and be at 2:55.”

STEPHANIE GOSS:

Shut up and be here on time.

DR. ANDY ROARK:

And I'm like, “Okay, I'll be there.”

STEPHANIE GOSS:

Oh, that's funny. It is a very, very busy time of year, and the time is flying. We just got back, I just got back from being in Greenville with you for Practice Owner Summit, and I sat down at my computer this morning and looked at the calendar and went, holy crap. I haven't finished Christmas shopping. And it's funny because I started Christmas shopping like in August thinking, oh, all of this stuff is going to take forever to get here this year, and I did start ordering stuff early, but I left the bulk of the big things that I hadn't done yet. And I sat down this morning, I went, oh my God, is Amazon going to get things here in time?

DR. ANDY ROARK:

Yeah.

STEPHANIE GOSS:

And had that moment of panic. So yeah, the time is flying, I can't believe the new year is almost here. And when we were in Greenville and we were saying goodbye to everybody, and normally when we leave it is very sad because it's like, oh, it's going to be like six months until we see each other again. And it was very exciting and also scary that I was having conversations with people and I was like, “Oh, I'll see you next month in Orlando.” And it tripped my brain out because I'm like, wait, are we actually going? Are we traveling again next month? It's crazy how fast the time is flying.

DR. ANDY ROARK:

Oh yeah, I agree. I heard reports from the Fetch Conference in San Diego, and I like that conference.

STEPHANIE GOSS:

Yeah, me too.

DR. ANDY ROARK:

I really like San Diego and they got a great venue and the people are really good. Adam Christman is-

STEPHANIE GOSS:

That's where we met for the first time.

DR. ANDY ROARK:

Say what?

STEPHANIE GOSS:

I said that's where we met for the first time.

DR. ANDY ROARK:

It is, it is where we met first. See, I knew I had a warm nostalgia feeling there. Yeah, Adam Christmas, Adam Christmas, Adam Christman over at Fetch he's doing a real good job and he should be really proud. So they're doing good work, but I heard great stuff from that conference and it's like, oh yeah, it's good to have people that I know saying, “Hey, we got back together and it was really good.” And then we were at the Practice Owner Summit and people were like yeah, this is great to be back together. And I'm going, oh, it's happening?

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

It's actually happening.

STEPHANIE GOSS:

Yeah. I'm excited, I'm very excited for everything that to 2020 has in store for us, 2022, I mean, has in store for us. Let's not repeat 2020.

DR. ANDY ROARK:

It's still 2019 for a lot of us.

STEPHANIE GOSS:

That's kind of how I feel. Time has ceased to exist. Anyways-

DR. ANDY ROARK:

Pick up where we left off.

STEPHANIE GOSS:

Speaking of being very, very busy, we had a great question from the mail bag about making time for something, and I thought this one would be a great one for you and I to get into. So we had a message from a medical director who is overseeing a couple of location practices, and they are really struggling to plan team meetings with their practice manager. Because they said there's always so much to go over during meetings, and they are having them currently two hours once a month, and they are struggling with fitting all of the things in during those meetings. And so what it winds up being is discussing the same things over and over again; communication, training, client problems, time and attendance issues, scheduling tips, et cetera.

STEPHANIE GOSS:

Like the list that people sometimes have in their clinic of we need to talk about this at the next team meeting, and then it winds up being a whole laundry list of stuff that could have potentially been an email. I know we're going to talk about that, but it's like the to do-ey kind of stuff and not actually working on the business. And this medical director is really struggling because they're like, how do we make this more or impactful first of all? And how do I get the managers to lead the meetings in a way that makes it feel like it's the team is leading the meeting, and not so much a we're the leaders and we're going to tell you what we want and how we want it. Which is how that checklist of things that need to be talked about comes across, and so they were asking for help with how do I do this?

DR. ANDY ROARK:

Yeah. No this is a great question, there is a lot of stuff here. I think we're going to have to pick and choose how we navigate this because there's so much stuff here, but I think we can do a good job of helping this person. I think that's how I'm going to set it up is let's help this person as much as we can in the amount of time that we have.

STEPHANIE GOSS:

Love it.

DR. ANDY ROARK:

And then this is always fertile ground, and you and I talk a lot about this in a lot of other places, in a lot other ways so we will ultimately make our way across all of it, but today let's do the most good in the time that we have

STEPHANIE GOSS:

Love it. So-

DR. ANDY ROARK:

Which is the takeaway from the question overall, is how do you do the most good in the amount of time that you have? There's a comment that I reference a lot when we talk about staff training, we talk about staff retention and people leaving, and it's got two veterinarians and one of them says to the other one, “What if we train these people and they leave?” And the other one says, “What if we don't train them and they stay?” That feels very much like this problem with meetings.

STEPHANIE GOSS:

Sure.

DR. ANDY ROARK:

Where it's we take so much time meeting with people and we don't have time for it, and the other vet would say something like, we don't have time not to meet with these people because we're so busy.

STEPHANIE GOSS:

Yeah.

DR. ANDY ROARK:

That is going to need some editing, that's not exactly the flow, but hopefully that makes this like I can feel that way, right?

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

The initial thing is what if we train these people and they leave? And it's sort of like we just don't have time to have a meeting, and I'm like, that's the same, that's the same thinking it's the same mentality where on first blush you go, “I totally understand why someone would feel this way.”

STEPHANIE GOSS:

Sure.

DR. ANDY ROARK:

It really is one of those things. Meetings have a terrible reputation, right?

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

Everyone's like death by meeting, and we always have meetings, and I can tell you that Os our little team has grown to a half dozen of us and is growing beyond that. I am looking at our calendars and going, man, we have a lot of meetings. We have a lot of meetings. At the same time I go, this is what it means to run a team of this many people. And I look at our metrics and I say, oh, we're crushing it.

STEPHANIE GOSS:

Yeah.

DR. ANDY ROARK:

We are doing so much work. Our work output is going way up, even though I feel like we're doing lots and lots of meetings. The reason is because we know what the point of meetings is, and we don't do crappy stupid meetings. And so we can come back to what that means and how it means.

STEPHANIE GOSS:

Yeah.

DR. ANDY ROARK:

So anyway, all of that to say death by meeting is a thing, I think meetings have a bad reputation, and the idea that we are going to run teams that busy beyond their capacity without meetings or with few meetings, I think that's false thinking.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

Team meetings like this fall very much into that category that you and I get into when we're wrestling with practice leaders and medical directors and stuff, and they're like, “I don't have time to have one-on-one conversations.” And we're like, “You don't have time to not have one-on-one conversations.” It's same thing and that's where I see this conversation going is I got news for you, less meetings, more efficient meetings probably not the answer in this case.

STEPHANIE GOSS:

I would 100% agree, and I probably would start off by saying that this is a subject that I'm passionate about, and I will probably soapbox a few times during this podcast episode, but I will tell you guys as listeners I have been in this doctor's shoes in terms of feeling why are we even doing this? Because it feels so wildly inefficient and ineffective. And I hated meetings, and I was like let's just not have any. And I will tell you that there is a book that I read at that point in my career that changed my perspective and ultimately the outcome of it, and learning how to have better meetings changed my life from a career perspective.

STEPHANIE GOSS:

And that sounds crazy dramatic, but totally true, and I am a 100% in the camp of you don't have time not to not work on your business and am really passionate. I mean, we just talked for a week with practice owners about how do we make the time to work on the business? And meetings is a big piece of that, but I think that it's a struggle for people to get their heads there because to your point, meetings have such a bad reputation. And so I think the head space piece of it when tackling this is really, really important.

DR. ANDY ROARK:

Are you not going to mention the name of it? You're like, “I read a book that changed my life. I'm not going to tell you what it is.”

STEPHANIE GOSS:

I'm going to get there, but we got to talk about the head space first.

DR. ANDY ROARK:

Oh, okay good because there's people losing their minds right now with pen and paper, they've already got audible open on their phone, and you're like, “No, I'm not going to tell you that no.” The reality is meetings have a purpose.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

And you cannot fit 10 pounds of content into a three pound bag, and that's what this sounds like because we're meeting once every four of six to eight weeks and surprisingly, we don't have enough time. And because we don't have enough time, everyone is frustrating and so you know what we do, we do less frequent meetings because they're so frustrating. And I'm like oh, that's a bad spiral to get into.

STEPHANIE GOSS:

Oh yeah.

DR. ANDY ROARK:

That's like saying I fight with my spouse, so I'm talking to my spouse less frequently, you know? I get it and it makes sense at a very base level, but we all can see this is not how we get where we want to be.

STEPHANIE GOSS:

I agree. And this is a really common space to get to especially right now, right? We are overwhelmed, there is so much happening in everyone's practice, and the idea of how do I take time off of the calendar because you can't squeeze it around other things. I mean, when I talk to people who are like, “Oh, we meet quarterly or we meet twice a year as a whole team.” The reason that that is the case is usually because they're like I don't know where else to make this fit, and this is the only time in the schedule. It's such a hassle to get everybody here, this is how we approach it.

STEPHANIE GOSS:

And then it becomes really easy to get overwhelmed because you're trying to cram three months worth of stuff that has happened to your point, you're cramming your 10 pounds into a three pound bag and it is so overwhelming. And so I think I totally see why you get to this place, because when you think, okay, these meetings you're sitting through it and you're suffering, you're suffering through it, and at the end of the meeting you're like, “That was so damn ineffective, we did nothing. That was a waste of my time.” Why would you want to do it more frequently?

STEPHANIE GOSS:

I can totally understand where that mind frame comes from now, is my mind frame is like screw this, we're spending so much time and so much energy and from the practice owner perspective, so much money to get everybody here to close the doors or to have relief come in to cover the phones, or however you're managing it at your practice. That is an investment financially in the team, and when it feels very wildly ineffective, it is very easy to push back and be like no, let's cut this off of the list, but I think that that is very much the wrong way to approach it.

DR. ANDY ROARK:

Oh yeah. I agree. I think there's two different things there, right? There's meeting failure because of not having enough time to do what you need to do. There's meeting failure because you have a poor plan or you have failed to plan. If you fail to plan, you plan to fail. And then there's the part of a lack of engagement, meaning we don't pull the agenda off, we have the agenda and it's a great agenda, but people don't engage. And I can tell you buddy, you and me as professional lecturers and speakers when you're talking to an audience that's not engaged, it's Sisyphus pushing the boulder up the mountain only to have it roll back down. Sisyphus is a guy, he pushes a boulder up a mountain and that's it, that's what I was trying to get at. Holiday brain. So anyway it's brutal, and all three of those things are different reasons that meetings fail and most of us dabble in all three of those frustrations.

STEPHANIE GOSS:

Yeah, totally.

DR. ANDY ROARK:

So let's get into the head space here.

STEPHANIE GOSS:

Okay.

DR. ANDY ROARK:

So how do we fix this? So we're looking at it, we've got these challenges, where we're infrequent staff meetings how do we get everything done? Where do we go from here? And so for me with head space the first thing we have to do is unlock this problem. Because when I'm looking at what our writers sent to us, this person is locked into the idea of okay, I have one meeting every four weeks and I have X amount of content and it's too much content for that meeting and so people are getting frustrated. How do I say the content in a different way so that it gets into this format that we have? Or how do I add another meeting, and then how do I break this stuff apart?

DR. ANDY ROARK:

But it's very, very easy to say my meetings aren't working, and so the solution must be centered on meetings and meetings themselves. And the first thing of head space I want to do is unlock that thinking, right? I want to open this up and give us a lot of options, because there are so many options for how we handle this and it's easy to get myopic and that's a trap, right? That's inside the box thinking, so how do we unlock it so we can think outside the box? The way that I have had success in unlocking it is to say, what's the point? The point is not to have a staff meeting.

STEPHANIE GOSS:

Right.

DR. ANDY ROARK:

And there's so many people who are like yes, the point is to have a staff meeting.

STEPHANIE GOSS:

Right, you're just checking that box.

DR. ANDY ROARK:

I read in a book that we should have staff meetings, I went to a lecture and some management guru said every other week we need to have a staff meeting, and once a month at minimum. And that's what they said, and now I am required to do this once a month because that is what I've been told I have to do. And I'm like, that's nonsense. What is the point?

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

And so this is where I start to people a little bit, and I'll say, “Is the point of a staff meeting to share information?” And they will say. “Yes.” And I will say, “No, there are so many ways to share information and a staff meeting is one of them, but if you are just passively giving information to other people, there are more efficient, more effective ways to do that.”

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

Like an email or Slack, or Workplace from Facebook, whatever the thing is that you're on, or Post-its in the break room, or printed off letters that go into their mail. I mean, there's a million things if you think outside the box, right?

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

It's videos of you talking to a camera and saying the things and then sending it out. If there's no back and forth, if this is not a collaborative thing, it shouldn't be a meeting it should be an email, and we've all been to meetings where we're like, “That should have been an email.”

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

And so if it's just to give the staff information, that's a poor use of meeting time which is super valuable. Is it just to ask questions? Probably not. Again, same thing as if I just need to know, “Hey, straight up I have a question, I need a response from you.” Again, there's other ways to do that, I can use our team communications, I can pull my key opinion leaders in, I can do a survey of three or four people instead of the whole staff and just say, “Hey, I'm trying to get a feel for where people's heads are.” I mean, there's a lot of things that I can do that don't take meeting time where I can get my questions answered, right?

STEPHANIE GOSS:

Yeah. Mm-hmm (affirmative).

DR. ANDY ROARK:

Is it to get consensus? Yeah, now we're getting somewhere. Is it to show transparency and say that we're open to feedback, to make people feel heard, to make them feel like they have autonomy and agency and that management cares what the workers think.

STEPHANIE GOSS:

Right.

DR. ANDY ROARK:

That they're not just cogs in the machine, and that's a big part of this. Getting emails with directives makes you feel like a cog in the machine, so the big things for me is okay, what is required or what requires a meeting? And if you do that, 80% of the thing that I see in staff come off meetings come off the list.

STEPHANIE GOSS:

Yeah, for sure. I agree with that a 100%, and I think the way that I now approach it is I would say your number one rule for yourself is to ask yourself that question can I share this for information with my team any other way besides the meeting? And if the answer is yes, then it probably is not worth having it as a meeting. Now, I would say that sometimes you need to share information and most people are well, but I'm sharing important information and it needs to be personal. You guys, we live in the current millennia, there are so many other ways that you can make it personal without it just being a faceless email.

STEPHANIE GOSS:

You can record a video for your team, you can have them have a short meeting with their department and have a leader deliver that information, you can break it up into a bunch of different ways. And I think this is where to your earlier point Andy, it's very easy for us to get stuck in the box and think that this is the only way we can use this tool. And so I would say tool number one is to ask yourself the question that you did Andy, which is what is the point? And then when you know what the point is, ask yourself can I deliver this information any other way? And if the answer is yes, probably a meeting is not the best way to deliver it.

DR. ANDY ROARK:

Yeah. I mean, think about the alternatives, right? So here's the next part of the head space, right? So we've sat down and we're like, okay, why a meeting? And what requires a meeting? So here's a list of things I have to do, what of these things requires a meeting? And then the next question is what are the alternatives to the meetings? And you and I have already mentioned a number of them, right? There's email, there's the communication platforms like Slack and Workplace and things like that, there's one-on-ones with your team leads.

DR. ANDY ROARK:

Do you need to get everybody to gather, or can you get your head techs together and have a talk with them and then say, “Hey, pass this down in your rounds.” And people are like, oh, no rounds. Yes, rounds or whatever ways that the team leads, that your head tech communicate with your other techs. Is that effective? And if this is like yes, this is a technician thing, and we need to advance this idea, this program, we need to get feedback, whatever can I have one-on-ones? Or can I gather my head technicians together and have a meeting of just the four of us?

DR. ANDY ROARK:

And we all talk about it and hammer everything out, and then they go forth and carry the message and make sure that the other techs know what's going on. That's a huge deal, and most of the default is, oh, I'm going to just tell all the techs at once and I'm going to do it at our staff meeting. This is just one example of how you get the word out. Can I have a doctor meeting? Can I talk to the medical directors and have them communicate this to the other doctors in a doctor meeting? It's a lot easier to have smaller meetings than it is to everybody together, it just is.

DR. ANDY ROARK:

One-on-ones to your champions if you will, it's a really effective alternative. Video messages as you said, that's a great way for me saying, “Hey guys, here's a thing, and I'm going to send it to you. And in this video, I'm going to ask you a question and I want everybody to respond to the question and send me an email with the answer to the question, whatever.” But just things like that to try to get people to engage and make sure that people have signed off on the video or whatever. But they can watch it on their own time on demand, they can come in at the start of their shift everybody watches the video, just let people know, but then it's not gathering everybody together.

DR. ANDY ROARK:

And it's asymmetric, they can do it again, they should get paid for it, they should be on the clock, it should be a work thing, but I can let them know. And the last thing is you said are the mini meetings, which are like hey, can we just pull the CSRs together and do this? Can we just pull the techs together? Can we just pull the doctors together? And a lot of times that's an efficiency that makes a lot of sense, and again, it minimizes what we have to do when we get the whole team together because that should be really very valuable time.

STEPHANIE GOSS:

Yeah I agree with that, and I think that those are great ways to approach it. And again, you guys it doesn't have to be this huge orchestrated thing, and I know that we have some people listening who are like but then I have to record a video and I have to edit it and… No, no, it doesn't have to be big and fancy, and it also doesn't have to be awkward. Think about like when you're Face Timing or video chatting with somebody, you're seeing their face, you're capturing the emotion and you're not face to face. And it's thinking in that perspective and our friend, Stacy Santi is the one who got me turned onto using a product called Loom in my practice a few years ago.

STEPHANIE GOSS:

And she started using it with her team, and she was just like when I used to have to send an email, but I wanted them to see my face I started doing this with my team and it was a game changer. It's a free app and you literally just use your webcam to record your face, and I just sit there and would tell them, okay, hey guys, here's this thing and present the message with the same emotion and the same them being able to see my face and my body language that I would in a team meeting, but now we're not having a meeting. And now I took that thing that would've taken 10 minutes or five minutes out of the meeting, and I sent it to them to watch.

STEPHANIE GOSS:

And it doesn't have to be like big important stuff either, it can be a hey guys I wanted to tell you all that I was thinking about you this weekend. I'm so excited about our holiday party coming up, don't forget that it's on this day and time, make sure it's on your calendar. Can't wait to see you, right? It's about making things personal, and I think that that's what a lot of us by default use our team meetings for, for a really long, it's all of that stuff that I want to say because I want to say it to their faces. And I think we can limit ourselves in terms of how we think outside the box because we think it has to be this big production, and that's not what we're talking about. They're really, really simple ways to capture that energy and excitement and pass it on to the team.

DR. ANDY ROARK:

I would push that even harder, and so this goes right back to my thing of what is the point of this? Why exactly are we doing this? I'm sorry, if you are like I'm going to make a video because I want to impress my staff with the level of polish of my video editing skills to make them think that I am much more handsome than I am in real life. Like got to look good, I'm going to need some foundation, all right? Get the glare off my nose, gotta make them think that they work for a top shelf organization, that's all lunacy.

STEPHANIE GOSS:

Right.

DR. ANDY ROARK:

None of that stuff is the reason that you're doing this, and honestly it's counterproductive.

STEPHANIE GOSS:

Yeah.

DR. ANDY ROARK:

If I was an employee and my boss was like here's a highly polished video of me asking you to please remember to clock out at the end of the day, I would be like what is this nonsense? I'd be like this is why I make the wage that I make because you have a video editing thing to do. The point of the video is not to impress them, honestly, it's to humanize yourself to them. That is the benefit of the video over the email, and so filming it on your phone is not just equally good, it's probably better because it's you saying, “Hey guys, I wanted you to hear this from me. This is the unpolished truth, I'm not editing this because this is not a script, it's just me telling you the truth and just trying to be open.

DR. ANDY ROARK:

So you understand, you hear it from me, and you hear why I'm doing what I'm doing or hear why this decision was made.” That's it, and so honestly it's amazing how much people think that the point is to make something that's polished and professional. And it's like no, the point is to humanize yourself and have them see you as a real person talking to them, and that's what we're going for with the video. And so if you take that mentality, doing the types of videos that we're talking about it'll get a whole lot easier and less stressful.

STEPHANIE GOSS:

Totally. So from a head space perspective, I think the three things that we covered are super important, right? So get out of the head space of meetings have a bad reputation, they can be very effective and very useful, and you have to plan smartly for them. Looking at it from the perspective of what is the point of this? Why are we doing this meeting? And to that end limiting things that really only need to be delivered in a meeting format, the things where we're getting the team feeling excited, where we're getting them feeling seen and heard, and really it's a collaborative process.

STEPHANIE GOSS:

That stuff stays on the meeting schedule, and we look at leaning into alternatives for all of the stuff that can come off the meeting schedule now. So reminding everybody, “Hey guys, you have been doing a really bad job of clocking out, I've been fixing lots of time card mistakes. I need you to start to do this thing.” It's amazing to me how often that kind of stuff is on meeting agendas, and that is the first kind of thing that should come off the list because there's about 16 other ways that you could deliver that message to a team in your practice. So is there anything else that you can think of from a head space perspective, or should we dive into how do we actually attack this?

DR. ANDY ROARK:

The last thing I'll say about a head space perspective, right? Is when we go the meetings and we're trying to figure out what to do, it's in line with thinking outside the box, but it's more about thinking what is possible. It's easy to go in and say, “This is too much and we have these meeting and we don't have enough time.” And that's a very closed mindset. Really, it was funny I heard some of the Uncharted practice owners talking months ago and we were talking about rising wages of support staff and these people were going, “How do I pay for this? I want to keep my staff and I want to be competitive and I'm just trying to make these numbers work.”

DR. ANDY ROARK:

And one of our practice owners said, “We have to shift our mindset not from what's going to happen, but to how do we do this? And really just think about how do we make this happen because it's required.” And I thought that was really powerful, the idea and shift in mindset to all right how do we make this happen? As opposed to, oh my gosh, I can't believe this is happening and this is the pinch that we're in. I think it's the same thing with the meetings, I think shifting it to, how do we make this happen? I think that's really the mindset we need to get into.

DR. ANDY ROARK:

Is not a scarcity, not a limited mentality of, there's not enough time, there's enough time, but okay let's look at the things we need to accomplish and how do we make this happen? Let's get creative and I think that is a fun head space, I think it's a rewarding head space, but I think that that is a requirement if we're going to be able to move things around and make this really go.

STEPHANIE GOSS:

I agree. I love it. Okay. Let's take a quick break and then come back and talk about how do we actually do this thing and make them more productive?

STEPHANIE GOSS:

Hey everybody, it's Stephanie. I just have to break in here for one second and make sure that you know about an awesome opportunity that is coming up that we do not want you to miss. We are back, we are back in person in April in Greenville. That's right, our flagship conference in Greenville, South Carolina is happening in person for the first time in three years, and we are so, so excited to be back with you guys. It is happening April 21st to the 23rd, so put that on your calendar now. And if you head over to the website at unchartedvet.com/April, you can find all of the details as we sort them out.

STEPHANIE GOSS:

You will get to see the schedule as soon as we have it, you will get to see information on the speakers, we've got an event FAQ, you can shop our uncharted gear, we've got safety information if you're wondering about being back in person. So if this sounds like something you would be interested in, head over to the website at unchartedvet.com/April and reserve your spot. This event will sell out, we cannot wait to see you so don't wait to put this on your calendar. You do have to be an Uncharted member to attend. You can find out all the details at the website. We'll see you soon. Now, back to the podcast.

DR. ANDY ROARK:

All right. Let's get into what we're actually going to do with this.

STEPHANIE GOSS:

Okay.

DR. ANDY ROARK:

You ready?

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

We've beat around the bush a bit here, but let's get into some action steps.

STEPHANIE GOSS:

Okay. So before we start action steps I'll say that if you are struggling with getting into a good mindset about meetings, I'm going to tell you guys the book now. So if you are really struggling with that and you're I don't know how to like meetings, there's a book that I read, it's called Death by Meeting it's by Patrick Lencioni and I'll put it in the show notes for you guys. But it changed my mindset so radically about I was in that space of hating meeting like why are we doing them? And I really struggled with how do I make that switch to where you and I are going next, which is the action steps.

STEPHANIE GOSS:

And reading it changed my perspective entirely, and made it so much easier for me to flip my head space perspective and think about how do I actually do this thing? So if that's you and you're struggling check it out, it's a quick and easy read. You can find it in the business section at your local bookstore, but it's totally worth reading because getting into the action steps and the starting, especially if you're living in that place of I just want to cancel all of the meetings because I just hate this, we're not getting anything done, it really helped me make that mindset shift.

DR. ANDY ROARK:

Yup. Let me go ahead with action steps. I'm going to put a simple little thing on the table that sometimes doesn't occur to people, virtual attendance is a thing.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

And so is recording the meeting for people who can't make it. And I'll just say it up front because the amount of headaches I have seen with people going, “But people are on different shifts and they don't want to come in on their day off.” And I go, “I wouldn't want to come in on my day off either.”

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

I totally get it. It's a vortex for me, I go in there and then four hours go by.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

I get it and so hey, it's not that hard to set up a laptop in the back of the room and put Zoom on it and send people a link. That's not a problem, get the nice Zoom that lets you be on for more than 40 minutes and just do it.

STEPHANIE GOSS:

Yes. Absolutely.

DR. ANDY ROARK:

Whatever your jam is, there's Google Hangouts, whatever works for you, but it should be easy for people to jump on from home and at least see what's going on and participate as needed. So think about virtual meetings just as far as people jumping in. Honestly, even just getting things done in some cases just a good old virtual meeting where people don't have to drive in, that means a lot so I like that. And then also recordings, because I see people who are like, “We've got three people that can't make it.”

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

Record it and those three people can see it. It's not ideal obviously, I want everybody to be there bright eyed, bushy tailed, ready to engage. This is the real world and it's real practicalities, and sometimes we have to get done the best that we can. Sometimes good enough is good enough.

STEPHANIE GOSS:

Yeah. So I think that's two steps in one. So step number one is stop thinking inside the box of everyone has to be at this meeting, and if everyone isn't here we can't hold this meeting. That's step number one, and step number two that can help you with that, but also can just be for other is to record the meetings. You have a record, you can go back to it, it makes it easier to take notes and make sure you didn't miss anything, and also it helps you eliminate that thinking of everyone has to be there. And then the step 1(c) I guess for me is look, if people are spending their time dealing with your meetings, whether it's in person or recorded, you have to pay them.

STEPHANIE GOSS:

So quit thinking that we can have people just remote in from home and we're not going to pay them for their time, or we're not going to make it worth their while. You need to be very aware of what your state rules are as well, because if you ask them to participate and work, you may have to pay them for a certain period of time. So this is time that is so well worth it to me, and it's an investment and there's no going around it. Investing in your team by having them participate in the meetings is one of the best investments that you could make as a practice leader I think, and just make sure that you're paying them for their time.

DR. ANDY ROARK:

Let me tell you, and we should look at it that way which again, goes back to my point of what do we need to accomplish here? What is the point? Because these are not cheap, I think a lot of the staff doesn't think about the fact it's like oh, everyone is here and they're all getting paid and no clients are coming in the building. And I think I can tell you as a business owner that exact thought has driven me up the wall before, I'm like, “This is so expensive and there is no revenue coming out of this.” It is the cost of doing business, it is an absolute requirement to have these meetings and get everyone on the same page.

DR. ANDY ROARK:

And if you who don't believe it, you are in for a long time of frustration before you figure out that this was worth the investment. What's funny with staff meetings is, and this is why they're so much of a problem with this, this exact question is because staff meetings are that thing that when you don't have them and you don't have them things just to break, and there just starts to be friction and tension.

STEPHANIE GOSS:

Sure.

DR. ANDY ROARK:

But there's no one who bursts into your office and says, “I'm quitting because we haven't had a staff meeting in forever.” No one says that, there's never this direct pain where you're like a lack of staff meetings or a lack of good staff meetings are the reason we're having these problems. That never happens, all that happens is when you start doing staff meetings and you do them well, like when you start doing one-on-ones and you do them well. Over time and it's not the first time you do it and everything is fixed, it is over time your life gets better.

DR. ANDY ROARK:

And your business runs more smoothly, and your practice runs more smoothly, and you are more profitable, but it never comes back to your staff meetings are the reason for it. I've talked to so many people who have gotten on the train and they have done it and their practices have done well, and they've fallen off the wagon and they've seen those tensions creep back in. And they will say to you, I know it's because we're not doing a good job with staff meetings. And that brings me to the next head space point that I want to make, and I say this just because of our conversation at the very beginning about this is holiday season when we're recording this and things are bonkers, be kind to yourself.

DR. ANDY ROARK:

There's always going to be times when it's easier to do these sorts of things, and at times when it's harder to do these sorts of things. And if you're hearing this in the holiday season and you're like, “We need to have a staff meeting immediately.” I would say, oh, whoa, whoa, this might not be the time right here right now to pull everyone together. It might be the time that we start to make a plan and we figure out how we're going to start moving in this direction, and getting people back on board and starting to work a program that works for us.

STEPHANIE GOSS:

Yeah. I love it. So to your point, I think where we have to start action steps wise is begin with the end in mind, and ask ourselves what is the point? Why are we having this meeting? And then prioritizing what are we going to do within the context of the meeting, right?

DR. ANDY ROARK:

Yeah. So first thing is remove the things that can be done in other ways, things that can be emails or multiple emails or whatever. Just remove the things that can be done in other ways, remove the things that are information that are passive, that are non-emotional, right? So take this off and then let's prioritize the things that are left. And the way that we prioritize, it will be different depending on where you are in your business and what's going on. If you're up to your neck and you're like we're drowning then you should still have a staff meeting, and your staff meeting should be all about how do we not drown?

DR. ANDY ROARK:

That should be it, anything that is focused on us handling our caseload without just being swallowed up that should all make the list. And what are we going to do about birthday parties now that the cake store we like is not in business, you know what? We can just talk about it, that's one of our key opinions we'll find another way to sort that out. That might not make the list. And right now there's people slamming their hands on their desk going, “You don't understand the cake store's importance in this. Everybody's going to quit if we don't find a comparable cake store.”

DR. ANDY ROARK:

Anyway enough silliness, it sounds simple, people get it wrong all the time, they're like, “We need to do announcements.” I'm like, “No, you don't you're buried, cut to the chase.” I know everyone is tired, I know everyone's working hard, I am so proud of you, I want to help you. Let's go ahead and start to brainstorm ways that we can make our workload lighter. What can we do to make our job easier so that we are not so exhausted all the time? Everyone take a couple minutes, write down on a piece of paper ideas that you have just think about your job and how you might make things easier or what could be made easier for you, and take a few minutes to write that down.

DR. ANDY ROARK:

And we come back, we're going to discuss in small groups what we think might be a good idea, or what are some small things that we can do, and what's some big things that we can do and boom, and go. And now we're off and running in a meeting, cut to the chase, talk about the things that matter. So what do you need? What is mission critical for the team to move forward? What empowers others to move forward independently? It's amazing how often as a leader or a manager, I will carry these things around on my to do list and I'm like, I don't know and this is not all that important and blah, blah, blah. And it's something where if I just met with Stephanie and talked to her, then I could delegate this her and she would go and do it and it would move forward and it would be off my list.

DR. ANDY ROARK:

But until I talk to her she's unaware and this thing just sits there, and so anything where you say, “Aha! I'll have a team meeting and I will hand these things off, and then they will disappear from my plate and other people will be able to implement them, and our team is a whole will move forward.” That is a good thing. Anything where I am holding up the process that should get prioritized so that I can push this thing off my two do to list and get it rolling forward through the efforts of others, right?

STEPHANIE GOSS:

Mm-hmm (affirmative).

DR. ANDY ROARK:

Things that are likely to spark emotions should get prioritized. People misuse email all the time, and I see people who are having these heated exchanges and they're writing paragraphs and paragraphs long emails explaining themselves because they're clearly fired up. And I go forget it, if you're writing more than three paragraphs this is not an email. If this is something where you are feeling emotions or the other person is feeling emotions get off of email, that's not an email conversation. It's too easy to misinterpret tone and things like that, which is why we end up explaining ourselves and it's becomes this massive stupid thing that's multiple pages that no one's going to read, and the whole thing is just a nightmare.

DR. ANDY ROARK:

If it's something that people are going to be emotional about at all, it needs to be done face to face. It may not need to be in a whole team meeting, but at least needs to be face to face and so that stuff gets prioritized. And then the last thing is what's the best return on investment? When you're looking at this, and our writer says, “We've got so much to do.” And I'd say, “All right, what's your 80/20?” Meaning what is the 20% of things that will give you 80% of your rewards? Let's do the things that are either urgent and important, or that are important, let's not do the things that are just urgent or that aren't even urgent, they're neither urgent nor important. So where do you get the biggest return on investment?

STEPHANIE GOSS:

And I think that's the hard part is because for people who don't like meetings or people who don't understand why you're having meetings. And a lot of times unfortunately, leaders in our practice fall into one of those two categories and from the email that we got, I suspect that our medical director here is struggling because there are some practice managers within their team that fall into one of those two categories. They either don't understand why you're having it, or they are not excited about having the meeting, and so the hard part is that they tend to drive it not from the place of investment and return on investment, but from that place of I'm checking the box. And these are just things that I feel like we have to do, and so I'm going to talk about it at the meeting. And so I think that is a really important thing is why doing this?

DR. ANDY ROARK:

Yeah.

STEPHANIE GOSS:

Why are we doing this?

DR. ANDY ROARK:

And be ruthless.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

Be ruthless.

STEPHANIE GOSS:

Yeah.

DR. ANDY ROARK:

Be cold and calculating not to your people, to your agenda. But when you are looking at the meeting, you need to be ruthless, is this what we are here for yes or no? If the answer is no, no. If we start to go down side paths and tangents, we say, “Hey guys, it's a great point. We really do not have time to explore this very much today. I'm going to put it on our parking lot, I'm going to add it to the agenda for the future. I will meet with the people who brought this up and we can talk through it a little bit after the meeting is over in the coming days so I can process it.” Just do not let this meeting go away, pull it back, be nice, but be firm and just say guys, we have very limited time and I really want to make sure we hit the things that are maximumly important for all of us. And so this is very important it's very good, but we need to put a pin in this.

STEPHANIE GOSS:

Yeah. And I think that there's two things there that I would like to unpack a little bit when we get there, because I think it's important to talk about how set up the meetings and I think that's where we're going next. But when it comes to the agenda and also to the team and during the meeting, I agree with you, you have to be ruthless and I have some suggestions for how do we get whoever's leading the meeting, whether it's the practice manager or the medical director or just a team lead, whoever is running your meetings how to get them thinking about how do I be a little ruthless?

STEPHANIE GOSS:

How do I take things off the list? Because the reality is you made the point earlier about the work always expands to fill the time, and it's the same with a meeting. You could go into a meeting with a plan to talk about three things, and if you let it 95 different things could come up from your team. And half of them, more than half of them probably were not worth discussing at a meeting, and it's so easy to get sidetracked.

DR. ANDY ROARK:

It's so easy. The best meetings are ones where you go in and you think there's no way I have enough content to fill this time, we're going to be done in 20 minutes. That's a great meeting because you're not going to be done in 20 minutes, it's going to be a jampacked thing. So not only do you have to go in with the idea of, oh, there's no way I have enough content to fill this time, you also have to be ruthless on top of. Because a lot of people are like, “We've got plenty of time.” I assure you that you do not, and if you are slack about it then you will have no time, and you won't even get to number three on your list of three things.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

It's ridiculous, you got to be ruthless.

STEPHANIE GOSS:

So how do we prep?

DR. ANDY ROARK:

Yeah, I was going to say the next thing is not putting together the agenda, the next thing is prep, right? So pre-wiring is a huge thing, I don't to go into meetings if I do not know what is going to happen. I do not like to put forward ideas if I have no idea how people are going to feel about them. Ideally, I want to go into a meeting and know exactly how everybody feels, and I want to know what people like and what people don't like. And I want to know who is going to be for it, and who's going to be against it, and who doesn't care, and what it would take to get the people who are against it to just not care?

DR. ANDY ROARK:

And what it would take to the people who don't care to think this is a good thing? I want to know all those things as best I can, and that's pre-wiring so start the meeting before the start of the meeting. Start to talk to the people who are going to be involved, encourage your team to prepare so that you have greater efficiency at the meeting, right? If things they can be thinking about, if there's things that they can be working on, if there's things they can bring with them to the meeting so that they're looking on it, let them know that, right? Going from zero to 60 at the start of the meeting is really hard, if you say to people, “Meeting tomorrow, here are three questions you need to have thought about when you come.”

DR. ANDY ROARK:

Bang, bang and bang, you're going to get better meetings. And yes, some people are not going to read them, and yes, some people are going to totally ignore them, but some people are going to read them and those people are going to get the ball rolling, and they're going to be more prepared and we can move forward. So encourage prep before the meetings, have the conversations with your people ahead of time so you know what's coming and this is not, I'm going to ask a question and I have no idea what's going to happen. That's how we end up getting derailed because someone will say, “I hate this thing with a burning passion.” And no one will want to respond to that and you're blindsided by it, and you don't have a good response to the thing that they said because this is news to you, that stuff just derails meeting so fast.

STEPHANIE GOSS:

Yeah. Part of-

DR. ANDY ROARK:

Get your-

STEPHANIE GOSS:

Oh, go ahead.

DR. ANDY ROARK:

I was just going to say get your key opinion leaders on board, right? So this is the last thing I would say in the prep is every practice has got key opinion leaders, they are non-positional leaders, meaning they may not have a title. Some of them do have a title, of course, but they may not have a title, they're just the technician that everybody looks up to, or they are just the CSR who's got the big personality that guides others along or sets the tone. Don't be surprised by those people, if you can recruit those people in one-on-one conversations before you have the meeting and ask them for their help in getting conversation going at the staff meeting, again, these are all shortcuts that gets you to engaged meetings faster.

STEPHANIE GOSS:

Yeah. I love it. Part of the prep for me and because it relates to the agenda, it for me is what are we going to talk about? And what I would say to this medical director is if your practice managers are leading this meeting, have them write their agenda and then review it. Okay, if there's something on the list about the team holiday party, I want to know what are we talking about relating to the team holiday party? Are we getting a poll to talk about where we're going? Are we talking about budget? What is it? And I think a lot of times too many of us make the mistake of letting the agenda be way too broad, and so part of the planning and the prep for me is writing an agenda and then refining the agenda.

STEPHANIE GOSS:

Because part of it is looking at the time constraint that we have for this meeting, and getting a sense of how long are these things going to take us? Because when it comes to running effective meetings, part of it has to be sticking to the agenda and staying on time, and so one of the things that I would ask myself as a manger and if I was the medical director and my manager was running the meeting is what is going on this agenda? And how much time do you think that we need to accomplish and feel like this is resolved and we can cross it off of the agenda? And get them thinking about that ahead of time, and have some back and forth. So me that's part of the pre-wiring is some conversation from a leadership level perspective of what are we doing?

STEPHANIE GOSS:

Why are we doing it? And how much time do we think that this is going to take? Because I think you have to look at the whole agenda very holistically and say, “Okay, we now have six things on this list. It's probably going to take us an hour to get through are the first three, so we might need to take three things off the list or restructure what we're talking about in this first meeting, because there's no way that we're going to get through all six things.” Stop setting yourself up to fail before you start. That is one of the biggest flaws for all of us with meetings is that we shoot ourselves in the foot before we even get started by putting way too much stuff on the list, and not having a plan for dealing with how do we get through that list? And also what do we do when things come up that don't pertain to that list?

DR. ANDY ROARK:

Yeah, I completely agree. One of the simple tricks that is super helpful, I like to have some clock times picked out, meaning let's say I have three things that we're going to do in this meeting. So let's say, I know it's going to take a few minutes this to get people in and get them sat down, I want to be on item number two by 25 after, and I want to be on item three by 40 minutes after. And those will be the numbers that I'll have in my head, is we are off of this at this time. The reason that I say that is because a lot of people will say, “Item number one is going to be 15 minutes, item number two is going to be 15 minutes, item number three is going to be 15 minutes and then we'll have 50 minutes for questions.”

DR. ANDY ROARK:

No, you won't. No you won't because it will take time for people to come in, and people will want to talk more about this and that. And the other thing is you will forget what time you started and you will say to yourself, we're on item number one and it's 25 minutes after, and you're but I don't think we started, we definitely did not start at the top of the hour. And you lie to yourself and then you look around and your 15 minutes have gone out the window. You've got to have some clock times where you look up and say, at this time I need to be moving to the next thing.

STEPHANIE GOSS:

I like it. And then I think the other that is super helpful tool wise is that as you get started and as you're focusing on making your meetings more effective, the person who is trying to run the meeting should not be the person who is also keeping track of time. That should be a separate person whose sole job is to focus on to your point Andy, if by 11:25 we want to be on agenda item number two, someone who's not trying to herd the cats and direct the flow and the conversation needs to be the one to keep tabs on the clock. Or if you're running a timer or a stopwatch that has to be a separate person to help make that most effective, because it's way too easy to get lost in the chaos when you're trying to do all of the things.

STEPHANIE GOSS:

And that's how so many of us set up our meetings is okay, the practice leader, that was my job for a long time as practice manager you're going to lead the meetings, and I thought I had to do all the things. Keep track of the clock, take the notes, lead the meeting, and my meetings were an absolute disaster for years because I was trying to do all of the things. And so there are some very specific jobs that you can set up and get the whole team to help support and make it go much more efficiently and effectively.

DR. ANDY ROARK:

Yeah so love it. Delegating jobs like that I love it, super important. I'll give you another trick is to give those jobs to the employees that tend to check out, or that are distracted, or the ones who can't stay off of their phone. And you can be like, “Hey person on your phone, you're going to be the note taker.” And now they are taking notes.

STEPHANIE GOSS:

Mm-hmm (affirmative), they're engaged.

DR. ANDY ROARK:

And say, I'm going to collect these notes and I really appreciate you having good notes. “Hey, person on your phone you're going to be the timekeeper, and you're going to let us know at these times.” And put some stress on them, put some pressure on them where they're like oh man, I better pay attention because this is a thing. And if they don't do it, then we're going to talk to them after the meeting and be like, “Hey, what happened? I asked you to do this thing and you left me hanging there.” Again, it's just a nice way honestly to draw some of those people back in or people that you want to engage with bring them into the meeting and give them a role, and that is a way to just pull those people into what you're doing.

STEPHANIE GOSS:

Yeah. I think the last like big chunk is, as we mentioned, I think you have to be ruthless when it comes to staying on track and on time. And so from an agenda perspective, I would say that you probably could get through a fraction of what you actually think you can get through. And so being ruthless with what stays on the agenda and what are you actually going to try and talk about, I think is really important. And one of the things that was most helpful to me, because you and I talked in the beginning about if we're eliminating all of the at busy work stuff from our meetings, and we're having meetings to talk about things that make the team feel seen and heard.

STEPHANIE GOSS:

One of the most important pieces of that is creating a parking lot or a dumping ground where you put the things that are said, or that are brought up that need to be circled back to. Because if you let things come up and you don't follow up and come back to those things, that is the quickest way to make the team feel like well, I spoke up in a meeting and then nothing happened with it so nobody listens to me, nobody cares, right? So in order to stay on time, there is going to have to be moments where you say, “I think that we need to talk about this and we don't have time to talk about that today.”

STEPHANIE GOSS:

And I will tell you that the Yoda level trick for me has become to ask my team, is this new thing more important than this old thing that you guys said you wanted to talk about? And I only use that when I don't have my own agenda. Sometimes as the practice leader there are things that you have to get done and have to talk to the team about, and sometimes there is no choice and things have to stay on the parking lot list whether I like it or whether the team likes it or not. Because I have to have some hard conversations with the team.

STEPHANIE GOSS:

However, if it's the kind of team meeting where we're talking about something that the team brought up and it's a problem, we're having a client service problem repeatedly and we're trying to brainstorm how do we fix this problem? If something new comes up and the team feels really into it, and the timekeeper has called, “Hey, we're at time,” one of the Yoda level tricks that I have started to use with my team is to ask them, okay, we're at time, do you want to table the next piece of the meeting that you guys said we needed to talk about to talk about this new thing? Or are we okay as a group with putting this new thing on the parking lot list and we'll put it at the top of next meeting's agenda, right?

STEPHANIE GOSS:

This is where getting their buy-in and having them actively engage in making the thing their own is so, so important. And so a parking lot list for those of you guys who are what is she talking about? Is really just a list where you are writing down all of the things that come up that are not a part of your agenda that you need to talk about, that need further small group discussion, that need input from your practice owner or somebody who's not there that day. It's anything that can't get addressed in that moment in time during your meeting, and you're just making a list.

STEPHANIE GOSS:

And then the most important part about the parking lot is you figure out how are we going to come back to this? So at the end of every meeting you need to take some time to say, this is when and how we're going to address every item on this parking lot. And then put an action plan so that the things get dealt with before everybody breaks up and everybody knows what the plan is moving forward.

DR. ANDY ROARK:

I like it. I think that's good. The last thing I would say is, and we bring this up every now and then when we get into leadership meetings, I think a lot of people feel the stress or the pressure to have an answer, or to have a response, or to have a plan, or to commit to something when the team gives it to you.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

It is always fine to say something like this is really good stuff, I need time to process it. I'm going to follow up outside this meeting with some more questions and that's it. And put that pin in it and just step away. So I think that's a good, and it's a good way to stay on time too. This is a great discussion, I want to get through the things on our agenda. I have heard a lot from you guys, this has giving a lot of ideas, a lot of processing. I'm going to be following up with some of you guys and asking some more questions. Thanks for having the conversation, let's move on to the next thing.

DR. ANDY ROARK:

And remember, if your why is to make people feel heard, and to see how the team is doing, and to get their buy-in, you can accomplish those things and still step away and say, this is always great. I heard what you said, I took that away, we're out of time we need to move on. And yup, you may not have come to a a 100% uniform consensus today, but you moved the ball forward, you got the discussion going, you communicated the information, you got the feedback, you made it feel collaborative, and you made people feel heard. Just take the win, take the win and go on.

DR. ANDY ROARK:

And now the big win is can you stay on schedule and get through as many things as you can on your list as possible? And if you came in with an agenda and you get through your agenda, you should take some time, you should have a bath and some champagne. That's a big win, people don't give that enough credit for the win that it is.

STEPHANIE GOSS:

And I think that that is applicable on the flip side as well, sometimes stuff comes up that is your team might need some time to process, or during your pre-wiring you discovered information that has yet to have been brought up in the meeting. That has happened to me a lot, where I know something is coming, but nobody has had the guts to say it yet and so I will say, “You know what? Okay, we're going to pause this here, I would love everybody to think about this over the next week or whatever.” And then if there are any remaining opinions before the leadership team discusses this further or whatever your next move is, invite them to give you that feedback privately or in a follow up meeting.

STEPHANIE GOSS:

Because sometimes we all just need to process and think, or especially if you have people on your team who are working on their emotions, or they're the ones who tend to have big opinions, like if I've been told, “Hey, you have a lot of strong opinions and we need the opportunity for other people to talk in the meetings.” I'm not saying that I've ever been that team member before, then I might be really trying to sit on my hands and bite my tongue and let other people talk. And so having the opportunity to follow up and say, “Everybody think about this, and then we're going to circle back to it,” can be just as an effective tool for your team as it is for you.

DR. ANDY ROARK:

It's also quite possible that you had things on your agenda that you said, does this need to be involved in the meeting? And the answer was, yes, this is a meeting. And then you had the conversation, you didn't get to resolution, but it may no longer need to be in the meeting. It may have been you did the meeting part, and now this can be an email, or now this can be a small group meeting, or now this can just go to the front desk and we can talk up to them and get consensus, because that's where this is going to happen.

DR. ANDY ROARK:

And so just because you didn't reach ultimate resolution, one of the things I've seen people do is they just keep things on their meeting, on their meeting agenda for the next time and you go, did you do the meeting part? If you did the meeting part, we may be able to do this another way and keep the ball rolling and not take up time in the next meeting.

STEPHANIE GOSS:

Yes.

DR. ANDY ROARK:

Stephanie that's all I got. You got anything else?

STEPHANIE GOSS:

You just sparked me, the very last thing we talked at the beginning about what is the point of this? And if we could disseminate this information in another way, we need to look at alternatives. The other question that I would ask myself when I'm asking does this need to be a meeting? Does everyone need to be involved in this discussion? And we didn't really talk about that, but that is such an important question because if you have stuff on your whole team meetings that's really only pertains to part of your team, it doesn't need to be a part of the whole staff meeting. Especially if you're struggling to get everybody together, that is another question to ask ourselves on a regular basis.

STEPHANIE GOSS:

And to your point that you were just making Andy, if you've had the discussion now it might be able to be a CSR team meeting to come up with a resolution. Like we've talked out the client service problem, everyone's weighed in and given their opinions, and now I'm going to let the CSR team and their team leader figure this out and come up with a solution to present back to the whole team at the next team meeting. But that subwork can happen in smaller groups, and I think that that's a trick that a lot of times we miss because we think, well, we have everybody all together so we'll just talk about these things that really only pertain to one group.

DR. ANDY ROARK:

Yeah. Great points Stephanie and thanks for talking this through with me.

STEPHANIE GOSS:

Yeah. This is a good one. Have a great week guys.

DR. ANDY ROARK:

See you guys.

STEPHANIE GOSS:

Well, again that's wrap on another episode of the podcast, and as always this was so fun to dive into the mail bag and answer this question. And I would really love to see more things like this come through the mail bag. If there is something that you would love to have us talk about on the podcast, or a question that you are hoping that we might be able to help with, feel free to reach out and send us a message. You can always find the mail bag at the website, the address is unchartedvet.com/mailbag, or you can email us at podcast@unchartedvet.com. Take care everybody, and have a great week. We'll see you again next time.

Written by TylerG · Categorized: Blog, Podcast

Mar 16 2022

The Struggle of Modernizing an Older Veterinary Practice

Uncharted Veterinary Podcast Episode `69 - the struggle of modernizing an older practice

In This Episode of the Uncharted Podcast…

This week on the podcast, Dr. Andy Roark and Stephanie Goss are talking through a question that came in through the mailbag from a friend and colleague of theirs. This veterinarian is thrilled to have purchased their own veterinary practice. They are making a shift from managing multiple locations with multiple DVMs at each practice into a much smaller, rural, one doctor practice and they are facing some challenges. The medicine, the facilities, and the technology have all been in place for quite a while and our DVM friend has some big plans to kick it up a notch and shift things into the next gear. They are struggling with how to tackle the big changes that lie ahead. Let’s get into this…

Listen to the Episode

Uncharted Veterinary Podcast · UVP 169 The Struggle Of Modernizing An Older Practice
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You can listen to the episode on Apple Podcasts, Spotify, Google Podcasts, or wherever you get your podcasts.

Thank you to our sponsors! To learn more about this week's sponsor, GuardianVets, check out their website HERE.

Upcoming Events

March 24: More Than An EAP – Making Wellness Happen In Your Practice with Bret Canfield

In this brand new workshop, Bret Canfield is focusing on the benefit you have to know about and how to implement it – an Employee Assistance Program. If you think it’s out of reach, he’ll tell you to think again!

He is going to give you real, tangible solutions and tactics to build your days around wellness, rather than wellness around your day.

April 21-23: The Uncharted Veterinary Conference, LIVE in Greenville, SC

The Uncharted Conference in April is our flagship event. In celebration of 5 years serving the veterinary profession, we have shifted the focus of this conference inward. You’re not looking to grow your business outwardly – you’re looking for ways to build resiliency and reignite your love for your career. During this 3-day adventure in beautiful Greenville, South Carolina, you’ll be discussing topics like hiring for culture, creating the story that becomes your path, and building smoother, more simple ways to practice. This event is open to members only. Registration for this conference closes on April 1, 2022. DO NOT MISS OUT – Snag your spot today.

All Upcoming Events

A UVC MEMBERSHIP IS YOUR KEY TO FINALLY GETTING THINGS DONE AND GROWING YOUR VETERINARY PRACTICE.


Episode Transcript

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This podcast transcript is made possible thanks to a generous gift from Banfield Pet Hospital, which is striving to increase accessibility and inclusivity across the veterinary profession. Click here to learn more about Equity, Inclusion & Diversity at Banfield.

Stephanie Goss:

Hey everybody, I am Stephanie Goss. And this is another episode of The Uncharted podcast. This week on the podcast, Andy and I are tackling an email that came to us through the mailbag. It's actually from a friend and colleague of ours, who we met when they were managing several site locations for practice and multi-doctor locations, practicing high standard of care, current modern medicine, and our friend has since left that practice and purchased their own practice, which is super exciting. They purchased a practice that is in a rural location from a veterinarian who had been there 40 plus years and was retiring. So the practice has a lot of potential. There is a different style of medicine, style of client service and communication, then our friend wants to ultimately practice. They are wondering heading into this, what suggestions we have to help with friends who might be in the situation, and they are not alone, because this is a pretty common occurrence. They are really struggling with some of the challenges through the transition phase, because we all know, change is hard. So let's get into this.

Stephanie Goss:

And now, the Uncharted Podcast!

Dr. Andy Roark:

We are back. It's me, Dr. Andy Roark and Stephanie, the [inaudible 00:01:30] they are a changing Goss.

Stephanie Goss:

How's it going, Andy?

Dr. Andy Roark:

Man, it's good enough. It's good. It's crazy. But…

Stephanie Goss:

It is crazy.

Dr. Andy Roark:

The Spring has sprung and I get to slip out and work in my yard. The sun's going down a little bit later, I get to… where it's not dark when I get home from the clinic right now, I mean things are good, in a lot of ways. In the ways that matter, they're good. Looking forward to seeing your smiling face. It will be pastime when this episode comes out, but we're heading to western vet conference together.

Stephanie Goss:

Heck yeah, I'm super excited. I am excited to see you, I am excited to see all of our friends who we see when we are on the road at conference life and I'm just excited to meet new friends. I have to say, you and I went to Orlando at the beginning of the year for BMX, and it really filled my cup for a few weeks afterwards, just having seen everybody in the excitement and the get togethers, so I am excited. I'm having a little bit of anxiety because the last time you and I were in Vegas, It was right before the world shut down. And I actually got COVID when we were there and took a while didn't know it because they were only testing at that point for people who had been in China and had just come back and refused to test until they did an antibody test. Then sure enough, and I've never been that sick in my life. So I am a little nervous about going back to such a germy place.

Dr. Andy Roark:

Yeah, you had COVID before COVID was cool. That's for sure.

Stephanie Goss:

Yes. It was…

Dr. Andy Roark:

People in China and Stephanie Goss had COVID at the same time.

Stephanie Goss:

Well, we were getting ready to leave and I remember very clearly having given you…

Dr. Andy Roark:

Big hug.

Stephanie Goss:

Big hugs, and then I got on a plane and within the two hour plane ride back to Washington, I spiked up to 104 fever and it was awful. So I'm a little nervous about going back to Vegas, but I am excited.

Dr. Andy Roark:

Remember that scene in The Matrix where the guy shoots a bunch at Keanu Reeves and he moves, with the bullet moving he's a blur because he's dodging bullets. That was me and Stephanie Goss's virus was…

Stephanie Goss:

Germs. Germy hugs.

Dr. Andy Roark:

Germs were flying at me. I was bending backwards as they went past. I dodged those bullets and made it home safely. So that was good.

Stephanie Goss:

There'll be lots of hand sanitizer this time.

Dr. Andy Roark:

Just two pump bottles in holsters, on your hip. So you can just…

Stephanie Goss:

Here would you like some?

Dr. Andy Roark:

Whip them out, you can draw. We've got an Uncharted meetup at Libertine Social on Sunday night, which is awesome. So we're going to connect amazing people to each other and make sure that they get to network and get to share ideas and get to get fired up and get to make new friends. So it's what we do with Uncharted.

Stephanie Goss:

Yeah, so it's going to be good. I'm excited and like you, it's busy around here, spring is happening, kids sports have started in full effect and it is busy man, but I'm excited and we've got a great podcast topic today. I'm actually excited about this. We got an email from a colleague that you and I have worked with before. It was really nice to hear an update on what they're up to and where they're at. They had the opportunity to purchase a practice that is in a rural location. They bought the practice, it was a small rural practice, older veterinarian, had been there for 40 plus years at the practice. The guy who owned it, and was like, “I'm going to retire and die in my practice.” kind of thing.

Stephanie Goss:

So our friend wrote in and said, “I knew this going into it, but now I'm struggling, because I want to change the kind of medicine that we're practicing and move things into a modern era and I'm really struggling, because there seems to be this pervasive thinking that just because we are in a rural locale, that clients won't spend any money on their pets.” Our colleague said, “I feel like this is coming from the prior practice owner who is still here, has stayed on to hand things off and transition out.” Our friend was saying, “I am struggling with the lack of modern technologies, modern medicine. This is not who I have been as a doctor since I've been out of school, and I'm really struggling.”

Stephanie Goss:

So they were asking “What do you guys have suggestion-wise, or thought-wise, that might help me get in a good frame of mind, but also help others in my same shoes?” Because this is a common occurrence, right? When you make a transition in practice and you're shifting, whether it's the culture in the practice or the type of medicine, and so I thought this would be a great one to talk through.

Dr. Andy Roark:

Yeah, no, I like this a lot and we see this a lot. There's… fixer-uppers are a thing. Or, we have a vet, and they're at the end of their career, and they have fallen into a pattern of how they practice and what their practices going to be and now they're handing off to the next generation. Next-generation says that this practice has established clientele, they have a staff, they have goodwill, they have the blue sky as we say, in the business world, meaning they have a reputation and people who come in and see them, then the practice has value. For a lot of independent veterinarians who want to buy a practice, this is the practice that's available. More modern practices, larger practices have largely caught the attention of maybe some of the corporate groups, and it's hard to compete with those guys on what they can pay. So stuff like this, that's kind of a rule or, that hasn't been updated or modernized. Those are the things that individual vets are finding available that they can purchase, and they can afford, so this is not at all uncommon.

Dr. Andy Roark:

This is in a way… This is a turnaround, right? This is looking at a business that is set in its way and say that we need to make some significant changes here. It is a fun challenge, and you need to think of it that way. That's the first part of headspace. This is a challenge, you need to look at this like a fixer-upper house, that you're like, “Yeah, I'm going to buy this thing. It has great potential, and I'm going to enjoy working on it.” Because I will tell you if you buy a fixer-upper house, and you do not enjoy the process of actually fixing it up, it's probably not going to be a super fun experience, it's not. So that's the very first part is, get yourself into a fixer-upper mindset, right? Think about what's possible, feel excited about where you can go, and then enjoy the process of updating what you've got and making it into what you want it to be.

Dr. Andy Roark:

Because if you don't want to go through that process, this might have been a bad play. But it can be really fun and it can be really rewarding. Honestly, it can be one of the things in your life that you look back and you're wildly proud of. It can also be financially very lucrative when you take something that is lived in 20 or 30 years in the past, and you bring it up to modern standards, and you grow it and you run it that way. It becomes a really valuable business you never could have afforded if you'd bought it the way that it is after you've run it for five or ten years.

Stephanie Goss:

Right. Yeah, I love that you made that connection, and the example of having a fixer upper mindset in the house makes total sense to me that analogy because, I think what you just said is so key and why practices like this are so appealing to so many people and why this is so common is that ability to create your own clean slate, and make it what you want, and put your stamp on it and put your mark on it. It comes with a significant period of change. We know that change is hard and we know that change is something that all humans struggle with and the veterinary industry seems to struggle much harder.

Dr. Andy Roark:

This is extra hard. It's like if you bought a fixer upper house, and then there were people living in your house, and you wanted to keep them there as you fixed it up. You're like, “We have to keep the squatters happy.” That's the extra challenge beyond just the fixer upper house where you're like, it's just me, and I get to do exactly what I want when I want.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

In this scenario, we also have to try to keep some other people on board. So anyway, it does have a special challenge but, you have to look at it as an interesting challenge that you want to do. And boy, you've got it… You have to decide that you're going to enjoy the journey. Because if you say, “I can't afford the practice I want. So I'm going to buy this other practice that's wildly different. Then I'll just turn it into the practice that I want, and then I'll be happy when it's what I want it to be.” And I go, “Oh, that's a long path that you're going to be frustrated before you get there.” But if you just say, “I'm going to enjoy the process of making this into what I want to be in going on this journey.” I think this can be a really wonderful thing. That works out, and that people can take a lot of enjoyment and going through the process. But first of all headspace, this is a challenge.

Dr. Andy Roark:

If you buy a fixer upper house, and then walk into that house, and you're immediately overwhelmed by the plumbing, and the electrical problems, and the furnace needs to be replaced, and the duct work and the paint is old and crappy, and the carpeting needs to come out. That's, an overwhelmed headspace. That's easy to happen. You have to have the same skills in the practice to go in and go, “There's a bunch of things that I want to fix, like there's a laundry list of things I want to fix. I cannot fix them all, I'm going to start at one place, and I'm going to start to work on this.” The best analogy and again, we started off talking about, the Spring has sprung here, and I am very much enjoying just doing yard work it is a happy place for me, it's a mental place for me, I tell this story sometimes.

Dr. Andy Roark:

I started off and I have a couple of acres of land in the woods. So I live in the woods. For a long time, my little yard around the house was pretty barren, there wasn't a whole lot going on. The reason was because there's just a big space of land… Three acres is a chunk of land, I just was overwhelmed. I was like, “I don't know where to start, I don't know what to do.” If anyone's ever had a big project, they know what I'm talking about. We say, there's so much to do here. I would go to Home Depot and get one gardenia and be like, “What do I do to this?” It's in a five gallon bucket, what do I do? And so finally, the best advice I got was from my dad and I was talking about like, “I don't know how to get started.” And he was like, “Just pick a hill and make it pretty. And then pick another hill and make it pretty. And in 10 years, you'll have a beautiful place.” And that's great advice.

Dr. Andy Roark:

And I think it's the same here is when we start off again, just in the headspace standpoint, when we start off and we say, “Hey, we're going to be updating this practice,” and there's a million things to do on your you cannot do all of them at once. And I see people flail around and try they're like “We're changing everything at once!” And I go “That's mistake.”

Stephanie Goss:

Yeah.

Dr. Andy Roark:

Pick a hill, and make it pretty. And then pick another hill and make it pretty, and just keep going. And you will be amazed at how quickly things will be beautiful. And quickly is relative, because another part of headspace I would say is remember, we tend to wildly overestimate what we can do in one year. And we underestimate what we can do in 10 years. And so this is not a one year deal. But very quickly, it'll be you'll be five years in and you'll look around and go “Wow, we're in a completely different place running a completely different business.” Or even three years. But it's not three months, it's not one month.

Stephanie Goss:

Well, and I think to go back to your house analogy, when you buy a fixer upper, there really are two approaches to that. You can kick the squatters out, it can be empty, you can get the whole thing and redo it and fast track it and you can sprint at it, or you can take the long road approach, because maybe you're living in the house while you're fixing it up and you're doing… Like you said, you're picking the hill and you're doing one thing at a time and maybe you start in the bathroom and then you work your way out, whatever that looks like. I think that is very relevant and very important to the headspace here, because I have friends who have bought practices, where they looked at it and said, “I know going into this that I want to change everything about this. My intention and plan is I'm going to gut the place.” That may mean team, that might mean equipment, that might mean the facility itself, all of the above, clients, all of it and knock it to the ground and start over and do it fairly quickly.

Stephanie Goss:

There are other people who are like, “I'm going to get in here, I'm going to live here for a little bit, I'm going to figure out what I want to do, and then I'll make a plan.” Then there are other people who are like, “I want to live here, but I know I'm going to change some things, this is where I'm going to start.” I think from the headspace perspective, figuring out which of those three tacks you want to take with the practice is really important. Because I don't think it's wrong for any of those to be your choice, there's value on a personal level and on a business level, in all of the approaches, it's just has to be what is right for you, and what is your what is your end goal. So to your point, if you want to keep some of the squatters in house, because you see value in them, you're like, “This team has been here a long time, they're some of these people that I would really like to chance to work with.” Your approach to that might be vastly different.

Stephanie Goss:

So I think what you said about picking the hill is really spot on. Because when I think about what our colleague wrote, and… You've got the medicine, and changing medicine is hard. That's a whole ball of wax unto itself but, if you're also looking at facilities and man… And software and technology, to your point, you can change so much of that pretty quickly if you really go all in and fast track it. That's not a choice that is without consequences, or results that are going to come out of that choice. You just have to be prepared to deal with that. So I think is really important to figure out how do you want to approach it.

Dr. Andy Roark:

I need to jump in here and make an addendum. I'm listening to you say back to me my words, I need to jump in and say when I say they're squatters in the house… In the fixer upper house, I never mean that they're just people who were there when you got there. I do not mean there are people there who are not actively contributing and working really hard and being wonderful. So when I say squatters, immediately [crosstalk 00:17:27] these people are just hanging out and not doing anything, it's not what am trying to say. Please don't make that… don't. Yeah, that's not where I'm going. That's the point. My point is you're buying a fixer upper that has a lot of invested people who are there that you also want to be… Okay, cool. So let's talk about this a little bit, right? Because, how quickly do you move on these things, because I started off saying you need to have realistic expectations of the timeline, things like that. I would like to keep as much of the staff as I can, who are willing to come on the journey.

Dr. Andy Roark:

I think this is a really important part of headspace for people to make peace with is if you buy a practice, and there's always people there. They're like, “We like our practice the way it is.” You're like, “I'm going to come in and change a bunch of stuff.” There are some people who are going to enthusiastically say, “You know what, this is what I've been hoping for, this is great.” And there will be some people who are like, “Well, that's not really what I want, but I do understand why this is happening.” And there's going to be some people who go, “No, I hate this. I'm here, because this is the only place that still does medicine like they did 30 years ago, and that's what I want.” I just want to go ahead and set realistic expectations for the people listening. So you cannot make everyone happy. There's the old quote, I don't know what the key to success is, but the key to failure is trying to make everyone happy.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

That is true. Now, that does not mean go in, raging flaming sword of justice out and just clean house saying, “Everyone who doesn't immediately want to do the crazy vision that I have, that I'm putting forward, they all need to go.” There should be nuance to this. I do think at some point, we have to be realistic about it. Some people don't want to change. And so I had a mentor, early in my career that would do turnaround practices like this. I was with him one time when we went to talk to a staff in a practice that he had just taken an ownership stake and everything. Then he talked to the staff and I was there and he had this phrase that he said that really stuck with me and we talked about it later on.

Dr. Andy Roark:

He would go in and he said, “Hey, look, you guys are great, and you're doing great stuff. We are excited to be going to the next level of medicine and the next level of serving our clients.” So he said “You guys are great, you're working really hard, you're doing great stuff, and we're excited to go to the next level of medicine and the next level of serving our clients.” So he said you guys are great, you've been working really hard, you're doing great stuff and we're excited to go to the next level meaning not, “Hey, you guys haven't been doing what you're supposed to do,” or “Hey, you guys are stuck 30 years in the past,” I see your effort, I see how you take care of clients, validate all of the good things that they're doing and validate that they're working hard, and they're doing a good job.

Dr. Andy Roark:

Then just say we're going to be changing things, we're going to be updating, we're going to be going to the next level. Then the place you [inaudible 00:20:24] got into after that was, “Hey, you can be here and be on board with what we're doing, and that's what we want and we want to support you in that and we want you to be here. Or, you can decide that this isn't for you and you don't want to be a part of this and you can leave and there's not going to be any hard feelings, and we will 100% support you and write letters of recommendation or anything like that for you to go to another place. There's no hard feelings at all. But what people can't do is stay here and not be on board with where we're going.” That's the speech.

Dr. Andy Roark:

I have just found that to be useful in a lot of different times in my career is to say to people, “Hey, you can be here and be on board with what we're doing and we really want that or you can decide you're not on board with where we're going in the changes that we're making. You can decide, this isn't where you want to be and you can leave, there's no hard feelings. There's no wrong way to feel. But what you can do is not be on board and stay.” I think that those are rules, words to live by, in a lot of these things. I think if you're the new practice owner, and you're going to fix this place up, those should be words that you should get pretty comfortable with. Because I have seen a lot of people cater to staff members who are not on board and are not going to be on board, but they're also not going to leave, which means they are going to continue to be here and undermine the changes that you're trying to make.

Dr. Andy Roark:

As a leader, that can't happen. If this is your passion, and you have bought the business and you are taking it that place. It's amazing how many people I have seen just put up with one or two people who are just going to undermine everything they do because they don't want to lose staff. I say, I would like to make this as painless as possible. At the same time, there are going to be some people who are going to just say the beginning, not for me. There's going to be people who are also going to not say anything, but just undermine what you're doing. You need to make peace with those people moving on, whether it's at the very beginning, or whether more likely you're going along. We're going to see how this goes and they just become less and less on board with what you're doing until you reach the point where you say, “No, this is not working.”

Stephanie Goss:

Yeah. I love that approach to talking about it with the team. I think that it is very smart for a variety of reasons, least of which is you have to set the stage and draw some boundaries right off the bat. I think that, when I think about this, this is a really important conversation to have early. This process and thinking about it is strategic, because the transitions are always going to be hard. So generally, when you have a sale, there's some period of transition. Sometimes the prior owner says, “Here's the keys goodbye.” walks out the door. But for a lot of practices, there's some period of transition. I think what I would say to our friend is to think about the timeframe and this happens to be a relatively short transfer timeframe of four weeks, four to six weeks, right? You could survive anything for four to six weeks. So, I would think about… Pick your poison here.

Stephanie Goss:

This is a short period of time, can you put up with it until one barrier, that you know is a barrier, the selling vet, who doesn't want to change their style of practice is out the door? Or do you want to try and address this while they are still there? Because maybe there are line in the sand things happening in the practice that you are not okay with. And then you have to figure out… You got to pick your poison. Are you going to deal with it now? Because maybe they leave before the for six weeks is up, is that okay? So if you are someone who is buying into a situation like this, and you haven't made that commitment, those are definitely strategic things that I would think about in terms of the exit timeframe, and that period of transition because you want to set yourself up for success because you need to know… Everyone should have this conversation at some point in time, and you need to know when are you going to be able to have this conversation.

Stephanie Goss:

Too often what I see is colleagues to get themselves into a situation where they know fundamentally going into it that it's fixer upper, and they're going to want to make changes. There's this long transition period of six months or 12 months and they just sit there and suffer for that transition period because they're like, “We agreed to this. I feel that if I don't live up to the agreement that I'm going to be not doing the right thing.” As far as going into this agreement with the prior owner and the seller, and “Oh, my gosh, I'm struggling with this.” So I think it's really strategic to think about when you're going to have this conversation. The when to me, is almost more important than the how, because I think you have to set yourself and the team up for success. Our friend is lucky, they have a relatively short timeframe. So I would say, bide your time live without the four weeks, you can do anything for four weeks and then get the team together. This is your opportunity to let them be heard.

Stephanie Goss:

Also to start building those cultural foundations that we talked about so often on the podcast, right? This is a great way to start a conversation is, like you said, you're giving them the kudos. You're telling them, “You guys are doing a great job, here are the things that I see that are positive. I want to take that and I want to punch it up a notch and so here's what we're going to do next, here's where we're going next level.” What does that look like in the short term? Then, “Here's what I need from you. I need you to be on board. And if you're not, no hard feelings.” Let's make a plan for what that looks like.

Dr. Andy Roark:

Yep, totally. So the last part was in making headspace because you really touched on this, as well. This is very much an exercise in picking your poison. Okay? On one extreme, you have your vision… And this is where I see people trapped a lot, you have your vision of what you want the practice to be, and you hold that in one hand. On the other hand, you have your dislike of being unpopular, or making people uncomfortable, or confronting people when they don't get on board with new programs, protocols, things like that. I don't want to have uncomfortable conversations. I see people holding those two things in their hand and suffering. And often why we lean into the short term. I see these poor new practice owners, and their desire not to rock the boat, not to make people uncomfortable, not to lose any staff members not to have someone say… So this is a thing that you have to try to empathize, you're trying to be emotional.

Dr. Andy Roark:

Imagine that you bought this practice and you have this vision of, I want to be a great boss, I want to own a great practice, I want to have a place where people are happy to work. Then you have someone say to you, “You're ruining this practice and I'm leaving.” Most of us don't have the confidence to just shake that off. I don't care how good you are, that hurts and most time that's garbage. What happens is their ruination of this practice is fulfillment of your vision. You're not ruining the practice, you are ruining their idea of what the practice should be. But it still freaking hurts when you get that feedback. As someone who has big ideas and likes to change things, gotten that feedback from people who have decided they didn't want to work, where we were going, and I go, “Yes, I've been doing it a long time, and we've been very successful.” It's still really shakes you up and makes you feel crappy. So I just want to call that out.

Dr. Andy Roark:

But there you are, right, you're holding in one hand. This is the vision, this is what we could be, this is what I want the practice to be. On the other hand, I don't want to rock the boat, I don't want to have confrontation with people who are not on board, I don't want to do these things. Ultimately what I have to say to people, you have to pick your poison. You're going to get poisoned. It's either that your vision never comes to reality, and you own a practice you are not proud of, and that's pretty bitter poison to me, I don't think you make me take that. Or we're going to have some hard conversations and people are going to not like what we do. Well, we're going to go through some pain points and there's going to be headaches and frustration because training people to do things a new way. It's not easy, it's hard.

Dr. Andy Roark:

So just remember, no matter what, you're going to pick your poison and here's to the point of the previous owner hanging around and things like that, again, you pick your poison. Do you want the poison of having this person who the team looks up to? Who knows where everything is? Who's got a ton of experience? Do you want to poison of having that person gone and you don't have a transition time, you don't have any overlap? Or do you want the pain of that person staying? A lot of it depends on how long are they going to stay.

Stephanie Goss:

Right.

Dr. Andy Roark:

Because I'll take the poison them staying for a month but I'm not going to take the boys have them staying for six months.

Stephanie Goss:

Right.

Dr. Andy Roark:

If they're undermining what we're doing they could also be a wonderful benefit. And if they're willing to come along, it really depends on the individual. There's no, “This is how long this person should be here.” It 100% depends on them. And so anyway, remember that you're picking your poison and the other thing is, oftentimes it's not, “Do I stay with this person or do I let this person go?” A lot of times really, the choice you're making is, “Do I stay with this person, right now or do I let this person go, right now?”

Stephanie Goss:

Right.

Dr. Andy Roark:

And there will be people you will deal with who are up and you say, “In the short term, this person is valuable to have here, and they are helping in a number of ways that outweigh the negatives of them being around.” And that equation may shift over time, and probably it will be there for a year and then they just will say, “This is as far as I'm willing to go.” And that may be the time in which you part ways, not the first day of practice or a year in. And again, the people who leave they're not bad, they just don't share the vision of where this going or they don't see themselves in it. And of course, I want to support them seeing themselves in the practice, right? As the leader, I do like to say to people, “Hey, I want to support you, I want to get you on board with where we're going, I want you to feel comfortable, I want you to have the training to understand what we're doing and where we're going and I want to do that.” But at some point, I can't make people want something, if they don't want it. All I can do is present it to them in a couple different ways and try to figure out what resonates with them and try to put them in a place in that thing that's going to make them happy.

Dr. Andy Roark:

But ultimately, they're the only ones who can really decide if this is where they want to be. And if they don't want to be here, I can't take it personally. It's me choosing to follow my vision over to make this particular person happy.

Stephanie Goss:

Mm-hmm (affirmative). I think the last thing for Headspace before we head into a quick break here is what we said before about… It's a marathon not a sprint, is really important. Because when you are fundamentally changing a practice, this is a long haul project. Even if you sprinted through and you updated everything in the first six months, the transition period from a style of medicine in a rural location, one doctor practice where the same vet has been there for 40 plus years, those are some big shifts. And even if you lift all of the boulders and clear everything out of your way and do it really fast, the time shift for not only your team and yourself, but for your community, for your clients is also big. And so I've got some thoughts and ideas because I went through this shift in my last practice in terms of our clients, and making some of the medicine changes that our friend was talking about, and that's a marathon. And that's something that you're going to have to plan for.

Stephanie Goss:

And so just keeping that in the back of your mind that not only is it a marathon when it comes to the building, and getting all of the things that you want, and the updating and the equipment and the technology, and things like a practice management system changeover… Those things are all things that take time. And so I like your thought earlier that, Rome wasn't built in a day. There's a lot of big things that you're going to want to change. And so part of this transition process, potentially one of the most invaluable parts other than having that conversation that you shared… And I love the words you used for setting the stage with a team early, right off the bat, is spending the time to do some strategic thought and planning for yourself and making some of those lists.

Stephanie Goss:

Because there's going to be nine million things that you think of. And there are going to be things that are easy, low hanging fruit wins that you can put up front, and there are going to be things that are going to be long multistage processes in terms of change. And so you should have an idea for what all is on that list before you just go pell-mell shooting at whatever is the fire that's in front of you, right? And that's how a lot of us walk in and we're just like, “Ooh, there's shiny objects everywhere. Which one do I go after first?”

Stephanie Goss:

So I think that from a Headspace perspective, the other thing to keep in mind is that this is a long game. And where I have succeeded the best at long game has been planning and strategic thought ahead of time. Your average person doesn't just go out and run amok. Thought plan and you train. And there's thought and process that goes into that before it happens. And so I think that's a really important part of the headspace. For me as a practice owner it's really easy to get caught up in the excitement and the energy of I can make this place my own and take the time to really think about it. And be smart and plan for what you want, I think is important for me.

Dr. Andy Roark:

I agree. Let's take a break here [inaudible 00:35:33] back and let's get into the action steps to actually run to this process.

Stephanie Goss:

Sounds good.

Dr. Andy Roark:

Hey Stephanie Goss, you got to sit down and talk about GuardianVets?

Stephanie Goss:

Yeah, what do you want to talk about?

Dr. Andy Roark:

Man I hear from people all the time that are overwhelmed because the phone's never stopped ringing. And I'm sure you hear from these people as well. Our caseload is blowing up and the doctors are busy and the phones just don't stop.

Stephanie Goss:

They never stop. That is a true story.

Dr. Andy Roark:

I'm amazed by how few veterinarians know about GuardianVets. This is a service where you have a registered technicians who can jump in virtually and help you on the phones. You can flip the switch and GuardianVets can jump in and take some of the load off the front desk and they can handle your clients and get them booked for your appointments and give them support and it really is a godsend.

Stephanie Goss:

Pre-pandemic, it was amazing to me how many people hadn't heard about it for after hours call help but at this point, I can't believe how many people don't realize that they are offering help during the daytime as well. Which I would think right now is a huge benefit to practices because everybody is short handed. Everybody is drowning in phone calls and so we talked about it. We've talked about GuardianVets Law on the podcast and every time we do we always get somebody who says what is that?

Dr. Andy Roark:

Guys if you're not familiar with GuardianVets, if you think that you could use some help on the phones or the front desk, check them out. It's guardianvets.com. And if you mention our podcast means definitely, guys you get a month free! So check it out, guardianvets.com.

Stephanie Goss:

Hey you! What's you got happening on your calendar in March? Because the Uncharted Veterinary Community have lots of things coming up that I don't think you're going want to miss. First step in March, we have an awesome workshop by my friend Dr. Saye Clement. Saye is going to be talking about client curation with us. She's going to teach us how to learn to identify the types of clients that you want for your practice, and then what are things that you and your team can do to attract those clients specifically. It's happening March 13th, at 12pm Eastern Time, 9am Pacific, and it is a two hour workshop. So put that on your clinic calendar, take a lunch break, go in late for the day. If you're here on the West Coast, it is $99. It's free as always for our Unchartered members. And you can sign up at unchartedvet.com/events.

Stephanie Goss:

And then in the back half of the month on March 24, my dear friend Bret Canfield is doing a presentation that I am super pumped about. He and I are going to do some tag teaming on this, I am his wingman moderator and I am so excited for this because I went to Bret at the beginning of the year and said, “Hey, you are the person that comes to mind when I think about this topic because you live this and you help teams breathe this, and I want to bring this to Uncharted and to the veterinary community at large. And that is the idea of more than an EAP. What can we do to make wellness happen in our practices? Bret is going to talk to us about the benefits of programs like EAP. But beyond that, what are some ways and things that we can do to create sustainability for our teams? Again, this is a two hour workshop, it's $99 for the general public, and it's free for Uncharted members.

Stephanie Goss:

It's happening on March 24, at 2pm Eastern time, so 11am Pacific. So this one will hit my west coasters lunchtime, and mid afternoon. For those East Coasters. It's a two hour one. So again, make sure to check out unchartedvet.com/events for all of the upcoming events and registration. And I want to take a quick second to pause before we head back to the podcast. I have to show some serious gratitude to our friends at Banfield Pet Hospital. Andy and I have wanted to do transcripts for the blog for a while because we've had multiple colleagues reach out to us and say, “Hey, I've heard great things about podcast, I would love to listen but this is not accessible to me.” And while we were trying to figure that out, our friends over at Banfield stepped up and said, “Hey, we see you and this is something that fits our values in our culture as a practice.

Stephanie Goss:

We want to increase diversity and inclusion in veterinary medicine, and we would love to help with that.” And so they stepped into it in a big way and are sponsoring all of our transcripts for 2022. So if you know someone who hasn't accessed the podcast because there weren't transcripts available previously, send them to uncharteredvet.com/blog, they can find all of the transcribed podcasts for 2022. And they can also find out more, or you can find out more about all of the things that Banfield Pet Hospital is doing to increase diversity, inclusion, and equity in veterinary medicine. And now, back to the podcast.

Dr. Andy Roark:

All right, so let's jump back into this and start talking about what we're actually going to do here.

Stephanie Goss:

Okay.

Dr. Andy Roark:

All right. So we have our previous practice owner, they're there for a month, and then they're going to be sort of moving on. And it sounds like we have a little bit of hesitation about making significant changes while this person is there. Because the team is still… It's always an awkward period, right? The team is still looks at the person who's been the boss for as long as they can remember. And they're like, “Oh, he feels like the boss, but is not really anymore.” This is a short enough period of time again, case by case basis to see what you need to do. But I guess for me, my top priority… The first thing I would work on coming into this situation is that, “Hey, this guy still here,” I'd like to learn as much from him as I can about how things have been done, about what the culture is.

Dr. Andy Roark:

And then also, I want to start building relationships. Because the best chance of me retaining people and keeping them on board is if I know these people, and if I don't seem so scary. One of the things is, you're the new person you come in, and they don't know you and then you start changing things. And they're making assumptions about what your intentions are, or what you care about, or what your values are, things like that. And it's just a wildly uncertain time for them. And so anything you can do to get them to know you, before you start really moving their cheese around, it probably is a worthwhile investment.

Dr. Andy Roark:

So I would probably focus initially on “Hey, who are you people? What do you care about? What do you like about being here? How do you see this practice? What do you think the practice values are? What are you most proud of that we've done in the community? Things like that, and then say, “Okay, cool. I want to achieve my vision, at the same time I would like to protect the things that they care about.” If they say, “Hey, we serve this community.” And I hear that from every single person, I need to talk about how the vision is going to serve the community. And if I don't, then I may be introducing values that don't match up with the values of the staff that exists.

Dr. Andy Roark:

And again, that doesn't mean I'm not going to do it, but I'm also just going to go ahead and ready myself and say, this may end up in me having to replace a lot of people, and just I'm going to take it for what it is. But I'd like to at least know, what am I dealing with and I'd like them to know me as a person as quickly as possible as well.

Stephanie Goss:

Yep. Yeah, I think building relationships with the team and building that foundation is really important. There's a lot of assessing on both sides. They need to get to know you, right? Trust doesn't just happen in an instant, they need to get to know you, and you need to get to know them. And there is some assessing to be done in terms of are there people… To your point earlier, are there people who are going to want to stay here and not be on board? And trying to feel that out for yourself is important. And I think the other thing that I would say is, I would take the opportunity for a transition period, to just keep asking, why? To the prior owner and to the team. Especially when it comes to the medicine side of it, and the client side of it, asking questions, tell me more.

Stephanie Goss:

Why do you do it that way? What's your thought behind that? And really come at it from an understanding heart of assuming the best intentions really, and trying to understand why they're doing what they're doing. Because it's easy for us to say the standard of medicine that was taught in school 40 plus years ago, is radically different than the standard of medicine and what I learned in vet school, in the last 10 years, right? And it's easy to get caught up in being dismissive about that and there's a lot of value and wisdom in that level of experience. And so I would say the best chance for success with trying to understand would be to ask those why questions and figure out is there value there? Are there some things that really do… “That's a good point, I never would have thought about that.” Like you have the opportunity to learn some things potentially, and maybe at the end of the day, you feel like “Nope, I don't agree. I don't agree with that medicine. I believe in what I believe in.”

Stephanie Goss:

That's fine. And there's still opportunity to take things away if we come at it from an open an understanding place. And so that would be my advice for building the relationships with the technical team, with the doctor who's leaving, is to just keep asking those why questions. Tell me why you're doing it that way? Tell me why we do this for clients? And be the broken record, and just write it all down for yourself. Make lists, make notes, really, truly trying to engage with them, because at first, there may be skepticism, they may be like, “Why are you doing this? Why are you asking us all these questions? Because you want to change the way that we're doing things? There's still value in what has been done, and how it's been done, even if the value comes from learning “Why?”, with the intention to still change it.

Stephanie Goss:

And I think that's an important part for me. So the relationship is really important. But also taking advantage of that time and really just trying to remind yourself, “I'm going to assume good intentions, and I'm going to ask questions, and I'm going to try and learn as much as I possibly can.”

Dr. Andy Roark:

I agree. Take a positive affirmation-focused approach to how you talk to the team. It is easy to come in and start talking to them about why what they have been doing is not up to standards. And why what you want to do is so much better than that what they've been doing. It breeds resentment, and it steps up and asks for confrontation, right? Because no one wants to be told that they've been doing a bad job. Especially when they're working their butts off like they really are. Can you imagine overwhelmed working so hard, and someone new comes in and says, “Let me tell you why you've not been doing a good job.” Nobody wants to hear that. So again, I'm not going to tell them things that aren't true. But go and look, are they working really hard? And let's praise their work ethic, right?

Stephanie Goss:

Right.

Dr. Andy Roark:

Are they focused on serving the community? Then let's talk about that. Do they have good relationships? With the clients that they serve? Yes. Are they compassionate towards the pets? Absolutely. Praise all of those things, and then say, “This is what you guys are doing really well, and this is where we're going to grow.” And focus not on “Hey, this is what we're going to fix!” But instead, “This is what we're going to grow.” And that may sound like a subtle thing but man, that's important in the communication. I'm a big believer in rituals for human beings. And so, rituals are signposts in our life. I'm a big believer in the importance of graduation. So let's just take like graduation of that school. Right? So we have graduation from Vet School, and the purpose of the graduation… And I don't think people dig into this enough.

Dr. Andy Roark:

The purpose of a graduation in Vet School is a ritual to transfer people from a state where they are students, where they are paying money to learn to a state where they are professionals and hopefully, they'll continue to learn throughout the rest of your life. But there now someone who is paid for their knowledge. Right? You are a doctor now. Yesterday you were not a doctor, yesterday you were a student trying to become a doctor and today you are a doctor. And I think that rituals just send those signals, to flag post, “Hey, this is an important turning point.” I think those things really matter. And they matter to people and how they see themselves and how they see the world around them and their community in their environment. Okay? And so rituals are important.

Dr. Andy Roark:

I think that going into situations like this, when you're taking over ownership, especially when things have been an established way, and you know that things are going to change, introducing some sort of ritual, a signal that the changing of the guard is happening. I think that that can be really valuable. I like people to know. “Yep. You guys have done a great job. And that chapter is now over and we are turning the page to a new chapter.” And everyone who thinks that, “Oh, no, we're staying in the previous chapter.” I want to dissuade you of that thought as quickly as I can. And so that can be anything from putting up a new sign outside the business, paint jobs are relatively easy thing that changes the way a place feels. That's not bad. Paint the building, redo the lobby, put a new sign out front.

Dr. Andy Roark:

Pick a couple of things and do it. Have a send-off gathering for the last doctor. My friend Dr. Dave Nicol did this, where in a practice he bought it was so great. He bought it from a veterinarian, and they had a garden out in front of the practice and he had the garden re-landscaped or updated and added a little statue, a little sitting area to it, and he dedicated it to the doctor who was selling and retiring, and he invited all the clients to come and say goodbye to the doctor that was leaving and to honor that person, and then also to meet the new doctor who was going to be taking over. I mean, just think about that. It's a great way for Dave to meet the clients and things like that. It makes the staff feel like they're honoring this person who's left and they're not being forgotten, and their work is being recognized. And then also, it's sending a new, very clear signal that the ritual of the page turning has taken place and now we're beginning…

Stephanie Goss:

Chapter.

Dr. Andy Roark:

A brand new world. And so I think that that stuff is really important. I think a lot of times people are like, I don't want to rock the boat, I'm just going to suddenly slip in here, and then change everything that you do. [inaudible 00:50:52] For me, when you're going to make changes just be upfront about it and give people those signals of like, “Hey, this is not going to be what it was before. Not good or bad, but just not going to be the same.” And think about what can signals signal, both to the staff, but then also to the clients? Because the client experience is going to change.

Stephanie Goss:

Yes.

Dr. Andy Roark:

And so once we've sent these signals to the staff, we've come up with some ways to say, “Hey…” Very clearly, “Visual reminders that things are changing.” We're also going to talk about sending some visual reminders and some reminders to the clients that they can expect change. Because people don't like when they show up and then what they expect doesn't happen. I want to alter expectations as much as I can before people get to the building.

Stephanie Goss:

Yep. I love that. And the ideas of the sprucing up or the painting, the… The visual changes, that's so great. And I love the idea in this situation of, let's give the vet who's given their heart and their career to this place, let's give them a party, let's celebrate them, let's say goodbye. But do it in a way that to your point is very clearly saying this person is leaving, and things will be changing.

Dr. Andy Roark:

Yeah. I think that's really important. I like that particular example, because I think it also is a nice way to engage the clients and let them know, “Hey, you can expect some changes from us.” And people go, “But I don't want them to think about any changes.” Or “See, I don't want them to know things are going to change.” And I go, “Look, they're going to know.”

Stephanie Goss:

They're going to.

Dr. Andy Roark:

If you're talking about radically changing how this practice works, they're going to know. Better to go ahead and tip them off, that change is coming and to just start communicating sooner rather than later.

Stephanie Goss:

Well, and you're controlling the messaging when you're doing the communicating versus change suddenly happening and other people giving that messaging for you, whether it's the team or other clients, or people who have come in and don't like the change. And then they're giving the messaging to other people in the community. Like, you need to be able to take control of that as much as you can if you want to not be surprised by what comes out as a result.

Dr. Andy Roark:

Sure. Well you know I've worked with practices who have gone through significant changes that the pet owners are going to be very well aware of. Things like closing on Wednesday, or closing on Saturday. I'm just pulling this out of the air. Things that [inaudible 00:53:34] very well. And our advice is always let them know, ahead of a time. Three months before you close on a Saturday, start communicating. “Hey, just so you guys know, June 1st, we are going to be closing down our Saturday hours, just so you guys can prepare for it.” And that way, they don't just show up. And this is a radical change but, introducing the idea that something is going to happen before it happens so that when it happens, it's not a surprise, because they knew was coming, that may sound dumb, it's not. And a lot of it is the messaging especially if you're going to be raising prices and practicing a higher standard of care, I would much rather them to know about the standard of care via email than when they come into the exam room.

Dr. Andy Roark:

And I'm not going to be like, “Hey, just so you know, prices are going up.” But I am going to say, “Hey, we're really excited, we wanted to bring this to your attention to let you know that we're looking for heartworm disease in our area and this is a thing that we wrestled with and we want to take a moment to give you guys some information about this.” And just start communicating the why behind the changes in standard of care that they're going to see when they come in just so they don't expect it. Start to introduce expensive language in a way if you've always worked at a place and there's been a low cost provider and you say, “Hey, things are going to change.” Don't talk about things being quick and easy, or discount, or affordable, just in your messaging. Talk about them being comprehensive, talk about evaluations, talk a lot about the doctor, talk about diagnostics. Talk about things like that, that just start to send those signals.

Dr. Andy Roark:

And it's not to chase people away but it's at least to let them know that change is coming. And I would also say tied to that, there are probably going to be some people who very much wanted 30-year-old medicine and they don't want the medicine that you want. And just like you had to get your head straight and pick your poison about your staff, you're going to have to get your head straight and pick your poison about your clients.

Dr. Andy Roark:

There's a doctor in North Carolina named Ivy Heath, who I've always been so impressed with. And she did this exact thing of a rural practice, and just decided she didn't want to practice this way anymore. And she went through it. And anyway it's a little bit of a crucible. And yes, she had some clients who got very mad when she required heartworm testing and things and then they left. And she said, “If you go through it, just believe what you believe and decide what you want your practice to be. Those people will get mad and they will yell, and then they will leave, and they will go somewhere else and that will be that. And once you go through it, and your clientele knows what you're doing and where you go, ultimately, you can transition to a clientele that respects you or that wants to be there for what you're doing.” And man, it was transformative for her and her career.

Stephanie Goss:

Yeah, that was my experience. In my last practice, we transitioned very similarly to this. Although it wasn't multi-doctor practice, we had doctors who had owned the practice and got to retirement age and retired. The style of medicine was very different from the style of medicine that we ultimately wanted to be practicing. And so it is a long shift. And I challenge you guys to think about it, we think about our normal client life cycle. We have a lot of our clients that we see more than once a year, but think about how many clients you see once a year. And when you think about it, you can't make fundamental changes, and have everybody be aware of it at the snap of your fingers, because we're only seeing clients once a year, right? I will tell you that my personal experience was that the shift, the lifecycle for a complete overhaul was about a five-year process.

Stephanie Goss:

Because we had clients who immediately left and were like, “We missed the prior owners, we're not even going to entertain somebody else being in charge, we're leaving.” And we had a lot of people who were like, “I'm going to try it out see what I think.” Right? And then over time, they either stayed or they went. And at the same time, we're working on building up a client base, that was the type of client that we ultimately wanted, the clients who wanted what we wanted. And that is not a quick process. Because when you go from… When I started at the practice, they were charging $98 for a dental. And the dental was not a comprehensive oral health exam, it was not X rays, it was not a lot of the things that are standard now. And that was a huge shift, we had to do a lot of educating for the clients, for our team, we needed to invest in new technologies, we needed to make fundamental actual changes to our physical setup to accommodate those things. Those are all like long term projects.

Stephanie Goss:

And so I love your example, about Dr. Ivy, because I think that's so true. You just have to say, “I'm not going to make everybody happy and let the people who are going to shout because they're going to do it.” And that was hard. I had so many times I had to argue with the prior practice owner about like, “Stop engaging with them online, you're not going to make everybody happy. They're not going to love you. Let them just let it go. Let it go…

Dr. Andy Roark:

Yes, I agree.

Stephanie Goss:

And move on. But It's not a quick process.

Dr. Andy Roark:

Yeah. No, it's not. But there are clients that are right for you and they are right for your practice. And when you find those clients, they are fantastic to deal with. You know what I mean? Their head is in the same space as your head, they tend to follow your recommendations, they tend to be compliant. They are rewarding to work with. They are the right clients for you. And you can grow people into that client as well. There's a lot of people who just they've been coming to a place and you change and as long as you explain why you're changing, they can be very happy to come to that.

Stephanie Goss:

100%.

Dr. Andy Roark:

There's another part of you're going to have people who are going to leave. But here's the other part that people forget, you're going to attract new people who before were not interested in what was going on and so don't forget about that. We have a workshop in Uncharted coming up, it's called Client Curation. It's our friend [inaudible 01:00:07] and it's all about identifying the types of clients that you want for your practice and are going to fit with your practice and what you're doing. And so that's on March the 13th so we may be passive when this episode comes out, it's free to Uncharted members. But, we're always putting on workshops and doing things like that inside the community.

Dr. Andy Roark:

Because that stuff is important, and it's things we need to keep working on. So, client curation and communication that comes next after we start to decide what is the hill we're going to make pretty, we need to go ahead and start communicating that stuff to clients just so that they don't walk in expecting any more than they're going to. And some of them are still going to, because they're not going to look the emails, and they're not going to look at the mailers and they're not going to even notice that the building has been painted, and there's a new sign up front, they're going to roll right in, and they're not going to like what you do, and you just need to make peace with that. But again, you're going to have probably more luck replacing those clients with clients who do get what you're doing and where you're going, then you are bringing some of those clients who don't want what you're doing up to where you are, it's just not going to happen.

Stephanie Goss:

Yeah, I think one of the things that is also really important when it comes to tackling this elephant, because it's a big one is, when we were talking at the beginning of this in terms of action steps, you have to build relationships with the team and build relationships with the clients, and I think one of the things that's important for both of those is you have to create wins for both of those groups of people, and do it as quickly as you possibly can. And so in terms of building relationships with the team, it's having those conversations, getting to know them, but also asking them, “What do you need?” One of my favorite questions to ask the team is, “I'm not making any promises but, I want to dream big with you guys, if we could snap our fingers, or if I had a magic wand, and I could fix one thing for you today, what would that thing about the practice be?” Ask them what they want, you're probably going to be surprised at some of the answers that you're going to get.

Stephanie Goss:

So creating opportunities to find out how can you help them? How can you serve them? How can you make things better for them and start building the bridge between where you want to be and where they are, and figure out who's going to come with you, who's going to be willing to make those steps and, bridge that gap with you. And also to know who is not. Similar with the clients. To your point Andy, you are going to have the clients who don't read the emails, who just roll on up and ignore all of the signs. And if we know that we're fundamentally going to be changing things for them, and change is hard and change is scary, we have to lean into creating an experience for them that is good or great in other ways. The communication, the “I'm so excited to meet you and your pet.” It's playing up all of the little things in the extra ways.

Stephanie Goss:

It's getting down on the floor, it's asking to take pictures with their pets, it's putting them out on social media, it's doing those things because again, you want to look at that middle client chunk. And I would argue that for most practices, that middle chunk is probably the vast majority. You're going to have clients who are going to shout and rant and not like what you like, and they're going to leave, and you're going to have clients who come to you because you're curating that experience, those clients are going to see what you're doing, as you put it out into the world and they're going to come because of it. You have to look at that middle ground of clients and say how can I make this a personal experience for them, because they may not like what you have to say, they may not like the fact that you're now going to tell them that they're required to do a rabies vaccine before they can leave their pet in your hospital, you're going to make fundamental policy changes about requiring lab work before dentals.

Stephanie Goss:

Whatever it is, you're going to have clients that aren't going to like that. So how can you lean into building those relationships with them and giving them wins. Whether it's getting to know them as people, whether it's getting down on the floor and loving on their pet… All of the things that we do anyways, but really leaning into that and doing it in an intentional way. Having your team create a board in the lobby to welcome everybody who's coming into the building that day, it's taking those pictures, it's just the small little things. The handwritten thank you cards, it was so nice to meet you today. And those are the things that when you're doing 10 million things and you're changing and you're working your butt off, those are the things that take up a lot of time and that it's really tempting to just sidestep because it is extra work. But that is the work that in my personal experience pays off in spades with that middle chunk of your client base, and should not be underestimated.

Dr. Andy Roark:

Yeah, no, I agree. So let's jump back real quick to the staff and bringing them up as we move through our process. As much as I can include the staff and the planning process, I want to. As much as I want to talk to them about, “Hey, what are you guys excited about? What would you like to see? Where do you see areas for us to grow and develop?” Any ideas that they are excited about that would improve the practice, I would very much like to hear those. And I would like to prioritize those I want to show them, “Hey, you're not being bulldozed.” And I don't want them to feel bulldozed, there are going to be some times they're going to get pushed into more change than they're comfortable with but I want to minimize that. So anything where I can say, “Yeah, this came from you guys and we're making this change, and growing in a way that you want us to grow.”

Stephanie Goss:

Yeah.

Dr. Andy Roark:

I definitely want that. So, try to come up with ways to include the staff in there. What is their wish list? How would they like to change? How would they like to address problems? And remember, a good leader has solutions to everything, a great leader has questions, that gets the staff to come up with solutions.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

And then they are their solutions. So, how do I get the staff on board? Can I include them as much problem solving as possible? And the other thing that's related to that is I want to try to get the staff wins, ASAP. As soon as we start changing things, I don't want to change things and then have them just get yelled at by this by the clients. That's a crappy experience.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

I want to make some changes that they like, that make them feel good and make their life better, that clients will maybe praise, things like that because I want them to feel good. And oftentimes we don't think about what is going to make the staff feel like they picked up a win. And so we just start doing the hard stuff and the staff just start immediately getting beaten up and they've never gotten any positive reinforcement on any of this change.

Dr. Andy Roark:

So what are the quick things… And again, it can be wins in that the clients like it, it could be wins in that they're their life and their job is easier. “Hey, I went out and I purchased the printer, a brand new printer that you have been asking for.” That sounds silly, it's amazing how you can blow some people's minds when they have a crappy printer that is never gets found on the Wi-Fi network, and that constantly has to get troubleshot. And you just say I chuck that thing out behind the building into the dumpster, and here's your brand new printer that works like a charm. And people go, “Oh, maybe there are some things we could update and benefit from?”

Stephanie Goss:

Yeah, absolutely. And on both sides, another exercise that's great for the team and it's a basic one but it's a tool not to be underestimated is, half the team walk through the hospital from the clients perspective and see what the client experiences. And this is an area of opportunity to maybe get some of those wins with the clients as well but with the… Coming from the team. And so we did that and my team was just like, “We don't have any,” the front desk was irritated, because they were like, “Every day, we have to go outside and we're cleaning bat poop bags, because we don't have garbage can outside and people are just leaving them by the front door.” And so we put a little garbage can out there but people still were not using it and using it and the front desk was just like, “How about one of those yard waste stations.” And I was like, great idea. Something super simple. And the clients were like, “Oh my gosh, we've wanted one of those in your parking lot for years, thank you so much.” And again, it was small simple, easy win.

Stephanie Goss:

Cost couple hundred bucks to order one of those things and the time and energy to put it in but, think about things from that client perspective and have the team walkthrough what is the client experience? Where can we make some of the improvements? Whether its physical things, or changes to processes or protocols or whatever, but those easy wins, I think are so important. Because to your point, it is going to be tiring. Change is hard and it's tiring for everyone. And so when you feel buoyed by that positivity, it makes the change a lot easier.

Dr. Andy Roark:

Yeah, I agree. Last thing I got is set your priorities. Figure out what is most important to you, and what you're going to work on first, and then what you can work on in six months.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

And I think a lot of people are, I got to put it… It has to go on the list. And they go, You know what, there's two lists… There were three lists. There's the things I'm doing now…

Stephanie Goss:

Yeah.

Dr. Andy Roark:

They're the things I'm going to do next. And there's things I'm going to do after that.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

And they can go on the after that list. I don't look at the after that list. Really, I don't even look at the next list very often. Mostly I look at these are the things that we're doing. And then I know what we're going to do next, we just have to get there. And honestly, that's the best recipe for overwhelm. There's a million different ways to set priorities. You can base it on, return on investment, on risk, on cost, on align with your values, things like that, if you're looking at this and going, “I wish somebody would run us through how to set priorities.” Stephanie and I do this at Uncharted. The April conferences is coming up April 21st to 23rd in Greenville, South Carolina, if you're in this boat and you're like, “Oh man, I've been soaking up this episode because I'm trying to do something big!” I'm just going to be honest, I don't see anything better you could do than, come to April conference with us.

Dr. Andy Roark:

And we spend about a half day at the end, running through the different ways to set priorities and look at what you're doing and figure out what's next and what's best as far as your time and your resources. But however you do it… There's a million ways to do it, but you have to figure out what your priorities are and then you have to start clicking them off the list and just start marching along one thing after another, without getting overwhelmed, because of the fixer upper all around you. You need to pick a hill, you make it pretty, and then pick the next hill and make it pretty and just start marching.

Stephanie Goss:

And I think my favorite thing to do with my team is, they have to be able to see that you haven't forgotten about their ideas. And there may be things that they throw out, that you look at that and go, “That has got to be part of the 10 year plan,” because there's no way that we're going to get in the first 90 days. But there will be lots of things that they throw out on that list that you're like, “Dude, we can accomplish this in the next two days,” let alone the next two weeks right? And so I have a meeting, do a brainstorming session, get them to participate, think big, think… Okay, where are areas of opportunity? What are things that we could improve on here? And also, what are things we want to do? Let's dream big, make a list.

Stephanie Goss:

I'll tell you the first time we did this, I use the big giant postage sheets. We sat down in a room and I just wrote, while they brainstormed. Just tell me areas of opportunity, things that we can improve on, things that need to be changed, things that need to be upgraded, what do you want? We had 10 of those giant postage sheets all around us on all four sides of the walls. And then we went through and said, “Okay, let's let's put these into some buckets, let's sort them a little bit and let's also think, what our long term plans?” And so then we put sheets out and we did what feels like we could accomplish it. And we started with… To your point, the three big buckets. What might be next? What could we work on right now? What might be next and what might be really long term, and then kept sorting it down from there.

Stephanie Goss:

So we ended with the list of what are we working on right now. But that they could still visualize all of the stuff that they had shared, that was part of the long term plan. And I'll tell you, in the five years, we didn't get to some of the things that were on that list but they felt heard because we revisited that on a regular basis and it was like, “Look, we're working towards that. Here's the 15 steps that we've got to make to get between here and there. Here's how we bridge that gap.” And I will tell you that their return on investment for buy in and doing a simple process like that is astronomical and they feel a part of it. And, it's a good opportunity to be able to visualize the plan in a very simple way.

Dr. Andy Roark:

Yeah, no, I completely agree. Well, thanks for talking to this one with me.

Stephanie Goss:

I love it. It was a good one. I hope everybody has a fantastic week.

Dr. Andy Roark:

You guys take care.

Stephanie Goss:

Take care, everybody.

Stephanie Goss:

Well, everybody that's a wrap on another episode of the podcast. Thanks so much for spending your time with us. We truly enjoy spending part of our week with you as always Andy and I enjoyed getting into this topic. I have a tiny little favor to ask, actually two of them. One is if you can go to wherever you source your podcasts from and hit the review button and leave us a review. We love hearing your feedback and knowing what you think of the podcast. And number two, if you haven't already, hit the subscribe button. Thanks so much for listening guys. We'll see you soon.

Written by TylerG · Categorized: Blog, Featured Left, Podcast

Mar 09 2022

The Team Is Mad When I Won’t Cover For Them

What's This Episode About?

This week on the podcast, Dr. Andy Roark and Stephanie Goss are sharing a conversation they recently had with a group of managers who were struggling with something that feels familiar to us all at this point. These managers are short-handed and a lot of them came into their role from the team side so they have the skills to fill in on the floor when needed. Their teams are really getting frustrated and/or angry with them when they refuse to cover gaps in the schedule in order to get their own jobs done including things like trying to hire, interview, and payroll. It feels like the ultimate rock and a hard places conversation. Let’s get into this…

Uncharted Veterinary Podcast · UVP 168 The Team is Mad When I Won’t Cover For Them
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You can listen to the episode on Apple Podcasts, Spotify, Google Podcasts, or wherever you get your podcasts.

Thank you to our sponsors! To learn more about this week's sponsor, GuardianVets, check out their website HERE.

Upcoming Events

March 13: Client Curation – How To Find Your People with Saye Clement

Think of your favorite client. Think of how they brighten your day and how easy that interaction is, each and every time. Wouldn't it be amazing to have an entire day of favorite clients? Dr. Saye Clement is here to help you achieve that!
Back by popular demand, this 2-hour workshop is going to help you take an important step toward happier days in veterinary practice. Clients who are a bad fit for your practice take up too much time and energy. You need tools to help you find your favorite clients among all of the potential ones out there.

March 24: More Than An EAP – Making Wellness Happen In Your Practice with Bret Canfield

In this brand new workshop, Bret Canfield is focusing on the benefit you have to know about and how to implement it – an Employee Assistance Program. If you think it’s out of reach, he’ll tell you to think again!

He is going to give you real, tangible solutions and tactics to build your days around wellness, rather than wellness around your day.

April 21-23: The Uncharted Veterinary Conference, LIVE in Greenville, SC

The Uncharted Conference in April is our flagship event. In celebration of 5 years serving the veterinary profession, we have shifted the focus of this conference inward. You’re not looking to grow your business outwardly – you’re looking for ways to build resiliency and reignite your love for your career. During this 3-day adventure in beautiful Greenville, South Carolina, you’ll be discussing topics like hiring for culture, creating the story that becomes your path, and building smoother, more simple ways to practice. This event is open to members only. Registration for this conference closes on April 1, 2022. DO NOT MISS OUT – Snag your spot today.

All Upcoming Events

A UVC MEMBERSHIP IS YOUR KEY TO FINALLY GETTING THINGS DONE AND GROWING YOUR VETERINARY PRACTICE.


Episode Transcript

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This podcast transcript is made possible thanks to a generous gift from Banfield Pet Hospital, which is striving to increase accessibility and inclusivity across the veterinary profession. Click here to learn more about Equity, Inclusion & Diversity at Banfield.

Stephanie Goss:

Hey everybody. I am Stephanie Goss, and this is another episode of the Uncharted Podcast. So this week on the podcast, Andy and I are letting you guys in on a conversation that we had recently with some managers that we were meeting with. Because someone asked the question, what do I do when the team is mad, because we are shorthanded and I won't jump in and help on the floor.

Stephanie Goss:

And I thought it was a fantastic question. So did Andy. We thought it would be great to talk about with you all on the podcast, because we love spending this kind of time and talking through these things with you. So let's just say that I have a lot of empathy for this conversation. I want to be vulnerable and share some of my failings as a manager during this episode with you. And I hope that you not only understand, can relate to and find some solutions in the conversation that Andy and I have. Let's get into this. And now, The Uncharted Podcast.

Dr. Andy Roark:

And we are back. It's me, Dr. Andy Roark and Stephanie. That sounds like a you problem Goss.

Stephanie Goss:

Oh, I love it. How's it going, Andy?

Dr. Andy Roark:

Oh, one foot in front of the other. Making it through this crazy year.

Stephanie Goss:

It's crazy time. I think when this episode comes out, we will be in Las Vegas for WVC. Either there or heading there the following week. And I'm looking forward to that and getting excited about seeing our friends and colleagues. Had so much fun when we went to VMX in January. It was so good to see people and I'm looking forward to that. It's that busy time, man. There's so much happening. All the things are spinning at once and it is crazy busy right now.

Dr. Andy Roark:

Yeah, it is. But you know, there's some good things too. The spring is coming. I can see, I'm starting to see little shoots popping up through the ground. Some of my plants that lost all their leaves have these little buds on them. Never forget that life is good. And also, everything comes in cycles. I think that's where I'm living right now. Is that everything comes in cycles and this too shall pass.

Dr. Andy Roark:

And so, my family's had a rough start to the year, which is people being sick and just stressful stuff. But overall, we're really, really lucky. We haven't had any serious health problems like a lot of people who get COVID have had. And you know what I mean? When you really zoom out, you go, this is all okay. It's going to be fine.

Dr. Andy Roark:

And anyway, it's just, I'm thinking a lot about that as cycles just come and go. I saw an interview with, it was the Actor Studio, and somebody asked Tom Hanks, if he could give advice to his younger self, what would he say? And he said, this too shall pass.

Dr. Andy Roark:

And he said, when you make a movie and everybody hates you, this will pass. And when you make a great movie and everybody loves you, that's also going to pass. And I was like, you're speaking to me, Tom.

Stephanie Goss:

That's some solid advice.

Dr. Andy Roark:

Yeah. You're speaking to me buddy. That's where we are.

Stephanie Goss:

Oh, man. Well, I am excited for today's episode. You and I recently were doing a meeting and where we're hanging out with a bunch of practice managers mostly, and had a great conversation with them about a question that somebody asked. And they asked, how do I balance doing my job when the team gets mad and feels unsupported when I don't cover staff shortages, because everybody is short-staffed right now. Everybody is dealing with the normal winter sick plus the COVID and everybody's tired and burned out and people are taking vacations and all of the things.

Stephanie Goss:

And so everybody is dealing with being shorthanded more regularly, I think, than potentially in the past. And so, this one immediately resonated with me so hard because I struggled with this more than once in my time in the clinic because it's so hard. And it's so common. And so, I think we both were like, “Yes, we should talk about this on the podcast.” Because it is not exclusive to the group of managers we are with. It is something that happens to everybody.

Stephanie Goss:

And I think it's worth talking about both from a headspace perspective as we do, and also a logistical like how do you avoid this? How do you set yourself and your team up for success?

Dr. Andy Roark:

You know what's funny, is the actual avoiding it is generally the easy part. It's the mindset that is required. That is the hard part. But it makes a break. That's why I really like this question. And I see a lot of managers. Specifically managers. And sometimes head techs, but often it's managers, and the group that seems to be most affected in my mind are the people who have been veterinarians who have moved up into a management role, like a medical director role or a practice owner role.

Stephanie Goss:

Yes.

Dr. Andy Roark:

And technician support staff, front desk staff who have moved up into a practice manager role. That was you as well. Right, Steph. You did that.

Stephanie Goss:

Oh yeah. That's the hardest part. Because you have the skills, right?

Dr. Andy Roark:

Yeah. And I'll lay out why those groups really get pinched. I think people who come in as a manager, have so much easier of a road in this specific way. So, I really like this problem and this is some real psychology judo, that we get to do. And so I'm going to really try to throw some people around today and like, I got to shake you and make you see this a little differently.

Dr. Andy Roark:

And then you have to believe it so that you can communicate it in meaningful ways to other people. But this is a common problem. Especially during the times when so many practices are shorthanded.

Stephanie Goss:

All right. So let's start as we do with the headspace.

Dr. Andy Roark:

The first thing that we got to do is get not defensive, not combative, not frustrated. It's really easy to get ticked off because you are leading this team, you are working your butt off and someone says, “Can you put on lead apron and take these radiographs?” And you're like, “No, I can't.” And they're like, “Agh, thought you cared about pets. I thought you cared about the staff.”

Stephanie Goss:

Well, and it usually happens when you are running through the hospital, doing something else. Right? It's not happening in the moment when you are on the floor to observe the team. And it's like, “Hey, can you help us with this patient here in the moment.” The frustration comes when you are clearly doing something else in your mind, and the team is also asking you, “Hey, can you do this thing?”

Dr. Andy Roark:

Yeah. Well, because if you were hanging out on the floor, like, “Hey, I'm here to support you guys.” And they're like, “Can you put in these lead apron and do this thing that you've been trained to do and have plenty of experience with.” You would just do it and then no one would get upset. And then you wouldn't even think about it again. It's only when you are busy, you're doing other things. You've got 87 fires.

Dr. Andy Roark:

You are looking for a doctor to sign some paperwork or to explain what happened in the one-star review that you just found online. Because the person is going to call with a reporter and wants to talk to you. And you're like, “I need this now.” And someone's like, “Can you hold this cat, for some blood.” And you're like, “No.”

Dr. Andy Roark:

And they're like, “Ah, fine then. Just leave us here.” And then you feel like crap. Right? Something we've been talking a lot about recently incongruence is this mindset. And I love this. I wrote about it recently when I was writing about people who struggle with, are you a real vet? So people who had been in full-time practice and then were not anymore.

Dr. Andy Roark:

And I think a lot of those people really struggle with the question of, Hey, now that I'm not practicing every day, am I a real vet? And when we talk about that and how we feel that way, it really focuses on this idea of incongruence. And what that means is, there is an ideal way that we see ourselves. Like when you look at Stephanie Goss, and you look in the mirror and say, “This is ideal Stephanie Goss.” Like what I want to be.

Dr. Andy Roark:

And then you say, who am I actually? And if the, who am I actually, and what is ideal Stephanie Goss, if those are different, that's a problem. It makes us feel uncomfortable. It makes us feel like we're not who we want to be. When I was 15 years old and I thought ideal Andy Roark looked like Arnold Schwarzenegger, and I stepped in front of the mirror. A scrawny pasty, 165 pound Andy Roark. I was like, “I'm failing. I'm clearly not where I want to be.”

Dr. Andy Roark:

Again, it's that comparison is a thief of joy. But you can compare yourself to the ideal version of yourself, and steal your own joy. It's this weird internal self-damaging mindset. And so we see that. And that's why it hurts. Is because when the technician says to you, “Hey, can you jump in and help out?” You see yourself as the person who jumps in and helps out. You may still identify as the veterinarian on the floor or the technician on the floor or the CSR on the floor. And your ideal version of yourself would totally fix that problem and help that person.

Stephanie Goss:

Yep.

Dr. Andy Roark:

But your actual person does not have time to put on that lead apron. They don't have time to jump up and start taking those phone calls. And so then, your actual self and your ideal self are not matching up. And you get this deep-seated unease, where you go, I'm not who I'm supposed to be. I'm not the hero that I want to be. And that's called incongruence. And it bothers us deeply.

Dr. Andy Roark:

And so that's why we feel that way. At the same time, it's totally reasonable for someone to say, “Hey, I need help. And I know that you have these skills and you seem to be just walking past.”

Dr. Andy Roark:

And so them asking you does not seem unreasonable or bad. And so anyway, that's where we end up with, why does this happen? Well, because someone needs help and they see you a capable person who could help them. And they ask you, and you have a vision in your head of being a person who jumps in and helps. But now you're not doing that.

Dr. Andy Roark:

And there's the internal irritation. And there's the external irritation. When the person who needs help sees you walking by and asking for help. And you say, “I don't have time to help you.” It can make them feel unimportant.

Stephanie Goss:

Sure.

Dr. Andy Roark:

You know?

Stephanie Goss:

Yep. I think it happens and I think it's hard because, from the team's perspective, your job is to make the practice run. And the practice runs taking care of patients and clients. And so it doesn't matter which side of the coin we're talking about. Doesn't matter whether the front desk is flagging you down or the team in the treatment room needs help with the patient.

Stephanie Goss:

This is exponentially more common and more difficult when you have a skillset, because you were once part of the team. Right?

Dr. Andy Roark:

Sure,

Stephanie Goss:

Whether it's that team or another team, you were a player, you were on the field. You did this stuff and the things. And so they see you, and they have a patient in front of them or a client in front of them. And the path of least resistance for them is to say, “Oh, Stephanie, I need your help with this thing. Makes perfect logical sense to them. And so the reason why it happened is because when you step into a role as manager, you absorb the knowledge that your job is more than just doing the stuff and the things.

Stephanie Goss:

And you have to do your job to really push things forward. And so the struggle happens when you're having that internal argument that you were talking about, Andy, in terms of how you see yourself and what you think you're supposed to be doing and how you identify in that regard.

Stephanie Goss:

They're just seeing a problem in front of them, and you are the answer. And in your brain, there are multiple other answers. And so it's that the why it happens, the frustration, the reason why it happens is because your answer is not the answer they want. Right.

Dr. Andy Roark:

Yeah. Exactly.

Stephanie Goss:

That's the path of least resistance. Is if your answer is the answer that they want, and you just do what they want you to. And you know that to be successful at your, it means that sometimes arguably most of the time, your answer should be no. And that sets you up for a battle.

Dr. Andy Roark:

Yeah. And that's exactly it. Right? The first step in the head space on this is like, why does it happen? It's obvious why it happens. And if you were in the sports staff, you would ask for help as well. That's a common thing. Especially when most of us beat the drum and say, “We're a team. We look out for each other. We support each other. All for one, one for all. Teamwork first.”

Dr. Andy Roark:

The message of, no, I can't help you, seems incongruous with that messaging that we put forward. And so it's totally understandable why it happens. I think you're absolutely right. In the short term, for their problem, you jumping in and helping them is the easiest solution. And the other thing is, we all tend to be a bit self-interested. We all tend to look at the problem that we have and think that it is the most important problem because we have it.

Dr. Andy Roark:

And so, when they are waiting to get help and they need help to take these radiographs, they need help to draw this blood, they need help to get these charges put into the computer, whatever they need help with, they have a strong bias towards wanting to solve this specific problem.

Dr. Andy Roark:

And so they push that forward. Starting with compassion is key. Right? These are not bad people. They're not being jerks. And I think it's easy to be like, why don't they see value in me? Look, man, they're just busy. You're taking this too personally. They're just busy and they're just trying to do their job.

Dr. Andy Roark:

And honestly, most of them are working shorthanded. And that's stressful for anybody. So this person is under stress trying to do a lot of things, just understand where they're coming from. That doesn't mean that you have to jump in and do it. And we're going to talk about how we set ourselves up for success in that regard.

Dr. Andy Roark:

But at least, it's just, everything is easier if you don't take it personally that they're asking. And just understand. Yeah. That's why they feel this way. And this is why I feel this way. And this is what's going on. And no one is the bad guy and no one's trying to be the bad guy. Just put all that stuff aside.

Stephanie Goss:

Yes. I agree. You have to have compassion to not take it personally.

Dr. Andy Roark:

Yeah.

Stephanie Goss:

Because the second that you take it personally, that's when it turns from mild frustration in the moment that you've said no, into a thing of some degree. Whether it's that person is just now ticked off and is in a bad mood for the rest of the day, or they then are like, it builds. It builds when we take it personally.

Stephanie Goss:

And so I think that for me is like the self-awareness. And compassion place like this is where you have to have empathy for them and empathy for yourself and force yourself to take a step backwards and tell yourself, and believe me, I've been there in the moment. This is not about you. T

Dr. Andy Roark:

Totally.

Stephanie Goss:

It's not about you. Don't take it personally.

Dr. Andy Roark:

Yeah. That's exactly right. And people get frustrated and they're like, these people have no idea what I do. That's true. [crosstalk 00:16:23]. They don't have an idea what you do. You go into the office and you close your door and they have as much of an idea of what you do as you had an idea of what the manager did before you became the manager.

Stephanie Goss:

Yes.

Dr. Andy Roark:

That's it. That shouldn't be something that makes us angry. That should be something that makes us compassionate. And when we say, they just have no idea what compounds this. And this is why this is so important to talk about. You and I have absolutely seen people who have been just handcuffed by an inability to get past this and get off the floor.

Dr. Andy Roark:

Like guys, the number one career limiting situation that I see for managers and medical directors, is the inability to work on the business. Because they're so fixated on working in the business. And that's it. How many practices out there are just treading water because the leadership is seeing appointments all day, instead of actually leading and growing the business.

Dr. Andy Roark:

Solving the problems that would make the appointments more of efficient and more, I don't know, more likely to achieve great client, patient outcomes and more lucrative for the practice. A lot of them. I see so many people who are like, “I don't have time to fix problems because I'm just seeing patients.” And I'm like, that's a bad choice.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

That's a bad choice. And again, and it's not your role to see patients. It's your role to lead the practice and take care of things at an organizational level. If you are doing individual work, when it's your job to run the organization, you're doing the wrong thing. And there's no path out of there.

Dr. Andy Roark:

And everyone wants to say like, “Oh, if I just work on the floor a little bit harder, then I'll get time to go and do the management.” I'm like, “No, you won't. Never happens.” Here's the thing, if you jump in and do the management, then life on the floor for everyone is going to get easier.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

But you have to believe that. And a lot of people, especially when they came up from the floor, they don't believe it. They either don't believe it because they never been in a practice where they had strong leadership that was really able to make things happen. They don't believe it because of the long progression that it takes.

Dr. Andy Roark:

It's funny, there are very few things in leadership. We always like to believe that there are wins that we can go in and we can do something on Monday and by Friday, people will be celebrating our genius and our work. Like that doesn't happen. It really is a long time. But what happens is, two years later, people look back and go, “This place is a different place to work.”

Dr. Andy Roark:

And it's amazing, but you don't get that immediate positive pat on the back, that reward of when you held the cap for the blood draw, and people go, “Hey, thanks buddy. Really appreciate you jumping in.” People aren't like, “Hey, thanks a lot for working on those standard operating protocols and job descriptions. You really, boy, that was great.”

Dr. Andy Roark:

But the truth is the standard operating procedures and the job descriptions across the organization had an exponentially greater impact, than you holding one single catch for a blood draw.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

But this things are hard to see.

Stephanie Goss:

I think the last piece of that that you didn't address is that they're not empowered to do it. And I see this a lot where the expectation that is set for the role is that you lead, and work on the business and you do all of this stuff. And you're being asked to work in a role capacity, whether it's at the front desk or as a technician or as a doctor.

Stephanie Goss:

And I think the empowerment piece is a big piece of the conversation. And it's not exclusive to corporate practice. I hear the conversation a lot for people who are managers or medical directors and leading in a corporate environment. But I will also tell you, I have seen and worked in private practice where, I have not been empowered by the practice owner to do the actual job that they've hired me to do, because the expectation is also that I'm doing this other thing.

Stephanie Goss:

And I think there has to be a conversation about what is realistic. And this is a giant soapbox for me because I think you and I both align very much so that it is an unrealistic expectation.

Dr. Andy Roark:

Yeah.

Stephanie Goss:

To ask someone to do a full-time job, leading a practice in a truly administrative role, and also work a majority of the time in a role in the practice. It's a lose, lose situation for that person. And it's also a lose, lose situation for the team. And so I think the empowerment piece is the last piece of that triangle that has to be talked about.

Dr. Andy Roark:

Well, it's funny. It's become a bit that you and I do. It is how many times have we tag teamed and beat up people that we love. Like the leaders, the practice owners, the medical directors who come to us. And we say to them this thing where they'll say, I got a practice manager and I got my head tech and I gave them a job to do, and I gave them a job description.

Dr. Andy Roark:

And then you look at them in their face and say, did you give them time to do the job that you gave to them? And they just look back and you can see the gears turning. And I've seen it so times now. I try not to enjoy it, but I do. I enjoy the painful growth that this person is having.

Dr. Andy Roark:

You know what I mean? And it's good for them. And they have to. And trust me, I have that same painful growth. It's leader-like. We all grow. Growth is painful and it's uncomfortable. Especially like, we all like to think that we just hear the right answer and we just get it immediately. There's a lot of things where we just have to sit with them for a while.

Stephanie Goss:

Yeah.

Dr. Andy Roark:

And this is one of the things that so many people sit with is they'll say, “Well, I made this job description and I got this person. And I handed it off to my technician and I made them the head technician.” Or, “I made the CSR into the office manager. And they're supposed to be handling this.” And they'll say, “They're supposed to be handling this.” And then we will say, “Did you give them time to handle this?”

Stephanie Goss:

Yeah.

Dr. Andy Roark:

And they're like, “No.” And I'm like, making the job description and saying all the things, but then not having time to do the things, that's not any better than not making the job description. Because it probably just makes them feel worse because now they know they're failing in a thing. As opposed to before, they were just doing the work and we're happy with that.

Dr. Andy Roark:

And so, I think you're totally right. Part of it is the empowerment. Hey, you have the ability to do these things, but are we giving them the time, the capacity to actually carry these things out? The answer for a lot of this is no. And what that really does, that sets up a really interesting conversation between the medical director, the practice owner, and the manager. Or between the manager and the head technician or the lead CSR or whatever.

Dr. Andy Roark:

When the lead CSR says to the manager, “Hey, you have these things you want me to do. And we've decided their priorities and they're really important. Help me figure out when I'm supposed to do this stuff.” And that should not be an earth-shaking mind-blowing conversation opener, but it is for a lot of people.

Stephanie Goss:

Yes.

Dr. Andy Roark:

And they go, “I don't know.” And said we'll get into that in the action steps but, no, I think you're exactly right. And again, nobody's bad. I feel like I talk about this and people go, because they see themselves in it. Let me just be honestly, a hundred percent candid. Guys, I run my team. And the things that I give to them and then later on, they'll say, “When am I supposed to do this?” And I go, “Oh, yeah. Sorry.” I'm bad about this.

Stephanie Goss:

Yes. We are.

Dr. Andy Roark:

I just assume people are going to get it done and if they can't get it done, they're going to let me know. And I think that that is a dangerous assumption and it's one that I am so bad about making. And so, I think when I say I enjoy seeing leaders have this pain for growth, it's because it's commiseration. You know what I mean? It's like, uh-huh, you also have to feel this pain that I feel.

Stephanie Goss:

Well. And I joke and say, it's because I have no filter, but it's also because I have been in that position on both sides of the coin. And so I ask the question because I know how painful it is on both sides. And I also know that I have never, in my personal experience, been able to solve this problem without, I call that piece of it, the elephant in the room. Like until you address that, you're trying to manage up to unrealistic expectations, and you're set up to fail.

Stephanie Goss:

And so, we talk on the podcast a lot about, what are the building blocks to have some of these conversations and approach some of these. And this is very much one of those things where you have to look at yourself and say, how have I been set up to fail as the manager?

Stephanie Goss:

And the number one culprit in my experience is that you're not actually empowered to do what you're supposed to be doing. There's unrealistic expectations about how you're spending your time and what you're supposed to be accomplishing. Or on the flip side, there's unrealistic expectations on your team's part.

Stephanie Goss:

And so your team, and that's where the taking it personally comes in here. Look, when your team is mad and frustrated, because they're shorthanded. And they're just bitter that you're not helping them and you're doing other things. They don't know what your job is. They don't care what your job is. And you can waste your time and energy. And I approached it this way on more than one occasion, trying to explain to them what my job was and why it was so important. At the end of the day, it still doesn't matter. They still don't care.

Stephanie Goss:

And that comes off as mean, and everybody gets offended by it. But the reality is, they don't care. It doesn't change their day radically to understand what your job is. Your job is to figure out how do I help them solve their problem and eliminate some of the barriers to move them beyond this piece of it. And so in that regard, we have set them up to fail when there aren't clear communications and expectations about what your job is.

Stephanie Goss:

And that's the piece I think that a lot of people leave out. Is they're like, well, the manager has this big, important job. They're in charge of HR and payroll and running the practice. But team doesn't understand that on a granular level. And so the step because people are like, I don't know how to explain all of the things that I possibly could do to the team.

Stephanie Goss:

The step that most of us miss is communicating the expectations to the team of what they can expect from you. And this is a great example of that. Look, the team should know when you're shorthanded, when do you jump in and when do you not. That should be an expectation. It could be an unwritten rule of thumb, but I have on a personal level, my own barometer that I use to say, “Okay, are they truly drowning?”

Stephanie Goss:

And the long-term effects of them drowning here, or a patient dying because there is improper supervision or someone just absolutely losing their minds and walking out the door today. Like in a split second, measure that in my own brain and decide, is this truly a moment where it is more effective for me to step in and help them with the thing, or is it more important for me to do my job so that I can finish the interview. So that I can hire the extra body. So I can do the other things. Right?

Stephanie Goss:

And communicating a measure of expectation to them about that decision-making process. I think is really, really important, and it's a piece of the process that we skip a lot of the time. Because we focus from a headspace perspective on, we've got to get them to understand what my job is. But that's not actually, I don't think how you solve this problem.

Dr. Andy Roark:

No, I agree with that. We're going to talk about how to try that. And I think that you should at least make a passing attempt at it. And there are some ways that can make it successful, but I completely agree with you. There's not a scenario where they say, I'm not going to ask that person who's wearing scrubs, and standing there with her hands in her pockets for help, because I know at a deep level, how important what her main job. That's not the answer.

Dr. Andy Roark:

The answer is that you as the manager too, and this is the mental judo I talked about at the beginning, you have to believe in the value of managing as opposed to working as a technician. I don't mean a vet tech, I mean a technician and someone who actually puts their hands on the thing and does the work.

Dr. Andy Roark:

And so I think that's the biggest thing that I see. And it's a perspective change. It's a short view change. The classic example of this is the independent practice. And you've got a veterinarian, who's also the practice owner and they have this manager. And they got a manager because there were enough things that they needed someone to do that aren't technician work. So they gave this person a title.

Dr. Andy Roark:

But they don't really understand what that role is or know how to use that person. And so in their mind, this person is support staff with a fancy title who has to get these other things done. And I go, “Buddy, you are fundamentally missing the boat. That is not what this is.” And the best analogy I can give, which is not very good. I don't think. It's like a chessboard.

Dr. Andy Roark:

And then when I say that technicians, meaning people who work with their hands or pawns, don't get me wrong. I mean that just analogy of a chessboard. And the doctors are technicians as well. It's the staff. And you're trying to take this person and make them a Bishop. You're trying to make them a piece beyond something that has a greater impact and influence.

Dr. Andy Roark:

And it's funny how many people don't want a Bishop. They just want another pawn. And you go, “This is dumb.” You're taking something that could be very helpful and transformative, and using it in a, not unimportant, but a very small scoped way. And it's like misusing your tools.

Dr. Andy Roark:

And so I think the managers themselves have to see themselves as managers. And have to have that mental perspective of, I play at the organizational level. It's my job to make this business run more smoothly, not the individual patient experience.

Dr. Andy Roark:

That's not my job. And I know when I say it that clearly people are going to recoil. And I think I push that hard because so many people are on the other side. And they're like, “No, you should totally jump in here with this specific pet.” I'm like, “You should not be practicing at the individual level. You should be practicing at the organizational/business level.

Dr. Andy Roark:

And when you keep getting pulled down to the individual level, especially if that means you're not getting to do the organizational level, everyone is being negatively impacted by that. In a very small way that they don't even see, but it's there. And so you have to see it. You have to believe it.

Stephanie Goss:

A hundred percent. Because when you do your job for them, nobody wins in the long term. I truly believe that. And there's two really big pieces of that for me. One is, if you are not observing them, but you're just doing the actual job, the team doesn't ever get any lessons from you in how they can improve. You don't have that 30,000 mile view if you're on the field. You can't step back and have that perspective.

Stephanie Goss:

And the second piece is, I always say this because I know the very painful place that results when you do this. When you do the job long enough and you jump in and save them over and over again, not only does that become your business model, but you wind up with a team that cannot function without your intervention or involvement. And that is the worst-case scenario for everybody.

Stephanie Goss:

And that is one of the biggest dangers in this moment. And that's where I was talking about, like I have to, in order to truly grow as a leader, you have to develop your own internal split-second decision-making tool to figure out and factor for yourself, is this a case where I need to say no, because if I say, yes, I'm just going to keep doing the job. And I'm not going to actually be able to help them grow and learn and move beyond as a team.

Stephanie Goss:

That is one of the hardest things to learn how to do. And be totally vulnerable and honest with you guys, I've been doing this a long time and at my practice even right before I left I was so guilty of this. Because it's hard when you have the skillset and you can do the things. The path of least resistance for you is to put on the cape and be the hero and save the day and jump in and hold that pet. Or scrub in and help in surgery, or sit at the front desk and cover because somebody's out again.

Stephanie Goss:

It feels really good to feel like you're helping the team in the very short run. And in the long run, it feels really, really crappy because I have never not had it be a situation where ultimately the team gets super frustrated and they're angry with you. And then you're dealing with the fallout of the fact that you've been trying to do what you think is right. Which has helped them and saved the day. And they're still pissed at you. That's your lose-lose situation.

Dr. Andy Roark:

Yeah. I agree. You want to take a little break here and then we'll come back and get into some action steps.

Stephanie Goss:

Yep. I love it.

Dr. Andy Roark:

Hey, Stephanie Goss, you got a second and talk about GuardianVets?

Stephanie Goss:

Yeah. What do you want to talk about?

Dr. Andy Roark:

Man, I hear from people all the time that are overwhelmed because the phones never stop ringing. And I'm sure you hear from these people as well. Our caseload is blowing up and the doctors are busy and the phones just don't stop.

Stephanie Goss:

They never stop. That is a true story.

Dr. Andy Roark:

I'm amazed by how few veterinarians know about GuardianVets. This is a service where you have registered technicians who can jump in virtually and help you on the phones. You can flip a switch and GuardianVets can jump in and take some of the load off the front desk and they can handle your clients and get them booked for your appointments and give them support. And it really is a godsend.

Stephanie Goss:

Pre-pandemic it was amazing to me how many people hadn't heard about it for after hours call help. But at this point, I can't believe how many people don't realize that they're offering help during the daytime as well, which I would think right now is a huge benefit to practices because everybody is shorthanded. Everybody is drowning in phone calls. And so we talk about it. We've talked about GuardianVets a lot on the podcast and every time we do, we always get somebody who says, what is that?

Dr. Andy Roark:

Guys, if you're not familiar with GuardianVets, if you think that you could use some help on the phones or up the front desk, check them out, it's guardianvets.com. And if you mention our podcast me and Stephanie Goss, you get a month free. So check it out guardianvets.com.

Stephanie Goss:

Hey, you? What's you got happening on your calendar in March because the Uncharted Veterinary community has lots of things coming up that I don't think you're going to want to miss. First step in March, we have an awesome workshop by my friend Dr. Saye Clement. Saye is going to be talking about client curation with us. She's going to teach us how to learn to identify the types of clients that you want for your practice. And then what are things that you and your team can do to attract those kind of clients specifically.

Stephanie Goss:

It's happening March 13th at 12:00 PM Eastern time, 9:00 AM Pacific, and it is a two hour workshop. So put that on your clinic calendar, take a lunch break, go in late for the day if you're here on the West Coast. It is $99. It's free as always for our Uncharted members. And you can sign up at unchartedvet.com/events.

Stephanie Goss:

And then in the back half of the month on March 24th, my dear friend, Bret Canfield is doing a presentation that I am super pumped about. He and I are going to do some tag teaming on this. I am his wing man, moderator, and I am so excited for this because I went to Bret at the beginning of the year and said, “Hey, you are the person that comes to mind when I think about this topic, because you live this and you help teams breathe this. And I want to bring this to Uncharted and to the veterinary community at large.”

Stephanie Goss:

And that is the idea of more than an EAP. What can we do to make wellness happen in our practices? Brett is going to talk to us about the benefits of programs like EAPs but beyond that, what are some ways and things that we can do to create sustainability for our teams? Again, this is a two-hour workshop. It's $99 for the general public and it's free for our Uncharted members. It's happening on March 24th at 2:00 PM Eastern time. So 11:00 AM Pacific. So this one will hit my West Coasters lunchtime and mid-afternoon for those East Coasters.

Stephanie Goss:

It's a two-hour one. So again, make sure to check out unchartedvet.com/events for all of the upcoming events and registration. And I want to take a quick second to pause before we head back to the podcast. I have to show some serious gratitude to our friends at Banfield Pet Hospital. Andy and I have wanted to do transcripts for the blog for a while because we've had multiple colleagues reach out to us and say, “Hey, I've heard great things about the podcast. I would love to listen, but this is not accessible to me.”

Stephanie Goss:

And while we were trying to figure that out our friends over at Banfield stepped up and said, “Hey, we see you. And this is something that fits our values and our culture as a practice. We want to increase diversity and inclusion in veterinary medicine, and we would love to help with that.” And so they stepped in but in a big way and are sponsoring all of our transcripts for 2022.

Stephanie Goss:

So if you know someone who hasn't accessed the podcast, because there weren't transcripts available previously, send them to unchartedvet.com/blog. They can find all of the transcribed podcasts for 2022. And they can also find out more or you can find out more about all of the things that Banfield Pet Hospital is doing to increase diversity, inclusion and equity in veterinary medicine. And now back to the podcast.

Dr. Andy Roark:

All right? Well, let's start to unpack this, shall we?

Stephanie Goss:

Sounds good.

Dr. Andy Roark:

All right. We often start our action steps with expectations. And I think that that's where we go here.

Stephanie Goss:

Yes.

Dr. Andy Roark:

We talked before about, the people that you work with are not going to understand what you do and that's not the goal. That doesn't mean they can't have expectations about how available you're going to be. And I think a lot of times when I say set expectations, they're like, that means I'm going to explain to everybody all the things that I'm doing. No, just, we need to let them know. Especially if you have been on the floor a lot. It is not wrong to step up at the staff meeting and say, I need to give you guys a heads up. I know that you're working hard.

Dr. Andy Roark:

Our business is growing. We are moving to shift and handle some different things and to evolve. I am not going to be as available on the floor as I have been in the past. And I just want you guys to all hear that and just be aware that you're probably not going to be able to pull me in the way that you have in the past. And that's just starting to set expectations.

Dr. Andy Roark:

You might go full on with them and say, guys I'm no longer be able to jump in and work on the floor. The management piece of this has just gotten too big and I'm going to be putting in my time there. And so I'm not going to be wearing scrubs. I'm not going to be able to jump in and do work on the floor. Please know that I love you, but I'm not going to be available. And then you're not telling them that when they're holding a screaming cat.

Stephanie Goss:

Yes.

Dr. Andy Roark:

Right. When they're standing there with lead apron and thyroid protector on going, “Hey, we could just get this done if you would jump in here.” You're letting them know when there aren't any patients in the building.

Stephanie Goss:

Yes.

Dr. Andy Roark:

“Hey, this is coming.” And oftentimes that is the best thing to do is, break the news to them when they're not panicking. And then when you gently enforce the barrier later on, it's not news to them. So start off by setting expectations and just saying, “Hey, this is what you can expect. Things are going to be a little bit different going forward.”

Stephanie Goss:

And I think in my experience, it's really important to set expectations and start in a very small and measurable way for them. So for example, if the team is shorthanded right now, this is not the time to have the big grand conversation about my job as a manager is really involved and takes a lot of time. So I'm going to be shifting my time and energy to that, right?

Stephanie Goss:

That is an important piece of the conversation, but they're not going to absorb that in any way, shape or form if they're panicked in the moment. And so for me, I would say the wins come easier when you say, “Hey guys, I need your help in the next week. I'm looking at the schedule, we've got three people out sick. We are shorthanded. I am trying to complete interviews so I can reschedule these interviews and I can step in and I can put myself on the schedule or I can finish the interview so we hopefully can get another person starting sooner rather than later.”

Stephanie Goss:

Sometimes it's about giving them simple choices. Sometimes you might not give them a choice at all. You might just tell them this is the thing, but being very specific and granular about the choice and the transparency I think is really, really helpful. Because when they are experiencing the situation that causes that frustration over feeling like they're shorthanded and you're not helping zooming out to that big picture is a leap that often most teams as a whole collectively have a really hard time making.

Stephanie Goss:

So start with a small specific piece, “Hey, this week.” “Hey, the next two weeks, this is what my schedule change is going to be and why?” There's a big, we have to change our payroll system and I want to make sure you guys are going to get paid. And so here's what that means for my schedule. I just wan to let you guys know, because I know we're shorthanded and I know in the past, historically, I've jumped in and I've stepped to role and I've worked on the floor, in order for this to happen I cannot do that.

Stephanie Goss:

And I just want everybody to know so we're all on the same page before we head into the next two weeks. Right. It's about being very specific and clear and transparent with them about a specific situation.

Dr. Andy Roark:

Yeah. I agree. Education is key after expectations, right?

Stephanie Goss:

Mm-hmm (affirmative).

Dr. Andy Roark:

They don't know what you do. And if you are a black box, they're going to continue to be frustrated. And I see that a lot. This does not mean that you are going to show them your to-do list. Because I have 100% same people will just be like, and then I had to do this, and then I had to do this. The staff's like, we don't care. There is some level of information sharing when you say guys going into this week, my top priorities in the manager office are going to be to work on hiring.

Dr. Andy Roark:

And I really want to push this and get it done. We're going to be trying out some new strategies to get people in, but my work is going to be on expanding the team to reduce the workload on you guys. So, sharing just in broad terms, what are you doing so that they can at least say, “Hey, she's not coming in and helping us on radiographs. She's working on hiring.”

Stephanie Goss:

Yes.

Dr. Andy Roark:

Just that level is fine. The other piece to this education. And I think you really hit on it very nicely Stephanie is, they care most about what you are doing in the context of helping them.

Stephanie Goss:

Yes.

Dr. Andy Roark:

Which means-

Stephanie Goss:

The what's in it for me?

Dr. Andy Roark:

Exactly. Right. And I want them to feel that way. I want them to believe that the sacrifice they are making by not asking me to jump in on the floor it's an investment that they are making. That's really where my head goes is, you guys are not going to ask me to jump in and do stuff or you're not going to get upset if I say no, because you know that I am doing something that is going to be beneficial for you. And that is the way you look at people, and again, everybody's self-interested.

Dr. Andy Roark:

You know I said, everybody looks at what they're trying to do and getting home at the end of the day to their family, safe and sound and happy, so that they can enjoy their life. That's how they look at it. And so how do I make it so that not asking me for help in the moment is in your best interest. And I'm just going to think about messaging. And again, this is not a big deal.

Dr. Andy Roark:

I'm not trying to shore this up and make up PowerPoint presentation where they do the math and figure it out. But I have to give them at least something where they can go, okay, it's possible that I'm better off not asking Andy because he is at least working on these things that I think will benefit me or make my life easier.

Stephanie Goss:

Yes.

Dr. Andy Roark:

And so those are the keys for me with education. Give them something so that you are not a black box and they have some idea what's going on, do your best to frame it in a way where they see value for them in letting you get your work done.

Stephanie Goss:

Mm-hmm (affirmative). Yep. I totally agree.

Dr. Andy Roark:

So, yeah, beyond that once you set the expectations and you give them some education, you need to make yourself inaccessible. And there's a couple of different ways to do this. And I think this is the thing that just screws people up as the managers who are like, I don't have time to do all the work. And I say, well, what do you do? And they're like, I wear scrubs and walk through the treatment room on a very regular basis.

Dr. Andy Roark:

And I'm like, Hmm, I see why you may be having headaches here. You know? Big drums that I beat really hard. The biggest bad habit that I see in managers is multitasking. And again, it's because they come from the floor and they're like, I can do all the things. And they are leading people, growing the organization, answering a continuously ringing phone, walking through the treatment area where people are shouting questions at them, and asking them to do things.

Dr. Andy Roark:

And I'm like, I'm sorry, buddy. You are wildly inefficient right now. When it comes down to getting your work done, this is a terrible way to get your work done. And so you and I talk about time management and we talk about blocking your time. I am a big believer in work blocks and time blocks. You should put a block on your calendar that says, I'm doing a payroll at this time.

Dr. Andy Roark:

And you should not be walking through the clinic, and you should not be taking phone calls, you should get payroll done. And when you get it done, then it will be out of your way. And then you can take phone calls, and then you could walk through the clinic and you may be able to jump in and help people. Right? But you have got to block this thing off. I'm a big fan of managers having some work from home time.

Dr. Andy Roark:

I mean, how many managers do you know who are like, I do payroll or inventory management from home over the weekend. And I'm like, that you shouldn't be doing over the weekend. But the point is they're like, I can get it done in half the time if I do it at home. Yes. That's true. And so why don't you do it from home every week or every other week? Right?

Stephanie Goss:

Right.

Dr. Andy Roark:

Block that time. I'm a big fan of my manager being at home for a half a day, once a week. And just say, these are the things that I knock out and I do it and no one comes and gets me, and the phone doesn't ring and I get these things done. Multitasking is a lie. It's not true. It's not efficient. People can't do it. It ultimately makes the quality of your work less and it takes more time. And so blocking that time, I'm not available. I'm doing these things. That stuff is so important.

Stephanie Goss:

Well, to add to that, I have some food for thought and I might blow some people's minds and I might make some people mad when I say this, but I will say that when I think about starting in a practice and I think about moving up into a leadership role, part of why I was given my job was because the doctor, owner of the practice was getting interrupted with the stuff and the things, and they couldn't be the doctor, or they couldn't be off on their day off because they were getting these stuff and the things, they were getting interrupted.

Stephanie Goss:

So the manager role gets layered in there because now you can interrupt the manager, that's your go-to person. So instead of asking the owner doctor or the leader doctor who's doing the important things, you're going to ask the manager. And that is where I think a lot of us have been set up to fail on a fundamental level. And that's some of what I was talking about in terms of empowerment.

Stephanie Goss:

You should be able to say to your team, “Hey, don't interrupt me for the next hour, because I'm doing payroll and I need to get it done.” And I will tell you having been in this position and having said just that, walked through the building, told everybody I'm going to go, I'm shutting my door. I'm doing payroll. Unless the building's on fire and you're trying to tell me to evacuate, don't come interrupt me. And then someone will come and knock on the door and they're like, but Mrs. Smith is on the phone and she's really angry, so I don't want to interrupt the doctor.

Stephanie Goss:

So I need you to know what I'm supposed to do with her. Well, when we think about what we've trained our teams to do in terms of not interrupting the doctor, the step that we miss a lot of the time is giving them that same training for us as the managers. There needs to be some boundaries like Mrs. Smith literally does not need me to get on the phone with her right this second.

Stephanie Goss:

If the team has been trained and empowered to say, you know what Mrs. Smith, she's in a meeting right now. Let me let her know what you and I have just talked about and I will have her call you back as soon as she is done, or by two o'clock this afternoon, or however you choose to empower the team to communicate that. But the answer is we have set ourselves up for failure.

Stephanie Goss:

And I think it trickles down from the reason why a lot of, especially in private practice, why a lot of managers got their role in the first place to your point is you've got an owner doctor who's like, I'm doing too many things. I can't do all of these things. So I'm going to put a manager in place. And then we don't set up those same boundaries and expectations. And that's where we fail to empower them fully in a lot of ways.

Stephanie Goss:

And I think it's really important to your point, you could only accomplish those work blocks if one of two things happens. If you leave the building and you're completely out of sight out of mind, whether you're working from home or you go to the Starbucks down the street and work for an hour or whatever that looks like, they literally can't see you. They can't find you. So unless they come walk down the street to Starbucks and find you, you could be uninterrupted in a place like that.

Stephanie Goss:

Or we've set up the expectation that like, look, when I say this, I really mean it. Because I will tell you guys so many countless times. That knock on my door happened and I was like, I could just tell them to go away and I could coach them in the moment. And I could remind them of all the things they're supposed to say to Mrs. Smith. But the path of least resistance to me as the manager right now feels like let me just get on the phone and solve this problem so I can move on with my day.

Stephanie Goss:

And I give in to that. And that is I think on a fundamental level one of the single most difficult lessons that I had to learn as a leader. And it is one that I am still learning to this day, I will tell you. Learning the lesson that you have to have the self-control to lead and not do the thing. No one is going to stop you from doing the thing. They're always going to say, thank you for jumping in and helping this patient. Thank you for talking to Mrs. Smith.

Stephanie Goss:

They might not even thank you, but they are going to continue to ask you to do it if you do it. The only one who can stop that cycle is you. And that is one of the hardest skills to master as a leader.

Dr. Andy Roark:

Yeah. That's about being intentional in making yourself into the manager, right? It's seeing the value in the role. And then I think your example of the communication empowerment and what should they say to the angry person on the phone that's spot on. You have to train them on what to say when you're not available.

Stephanie Goss:

Right.

Dr. Andy Roark:

And it's so funny because we don't. We go, I don't have time to train them. I guess I'm just going to keep being interrupted during my job for the rest of my life. I understand the short term math is, it's easier for me to get the phone. The long term math is for God's sakes train these people so that they are empowered to say something.

Dr. Andy Roark:

To set boundaries for you so that you can then do the work. And I'm like, boy, when you do the math on that the investment is a no brainer, but it's amazing how few people do it. And so, yeah. You're going to have to talk to them about what to say when you are in your work head downtime. But do it.

Stephanie Goss:

Yes. Because it's no different. It's been a long time since I've been in a clinic where if a client called and said, I need to talk to the doctor that the team's answer would be, okay, let me get them for you. That's not a thing that happens. Right? We have created protocols and processes to deal with that situation.

Stephanie Goss:

And it's amazing to me, how many instances when someone says, whether it's client or a member of the team, I need the manager or let me get Stephanie, it's amazing how many of us fail to have those same processes in protocols. And you can't do the work blocks. You can't chunk your time. You can't do what you were talking about, which is stop the multitasking and just really lean in and focus and get a single thing done.

Stephanie Goss:

You can't do that if those safety mechanisms are not in place and the doctor doing their doctoring work is just as important as you doing the work to run the practice. And so it would challenge those of you guys who are like, well, my role is to be the one who can be interrupted because the doctor can't, I challenge you to rethink that. Because it's not healthy and you're not going to succeed in the long run if you don't.

Dr. Andy Roark:

Yeah. I completely agree with that. I think that's super important. Big takeaways for me, you need to be intentional about your time as a manager. You need to recognize that it takes time to do your actual work and you need to believe that the time of a manager is more valuable than the time of an individual technical person on the ground doing the work because you're working on the whole business and they're working on one patient inside of that business.

Dr. Andy Roark:

Doesn't mean that what they're doing not critically important, but it just means you have a different job and a different responsibility. And if you abandon your job to jump in and help the individual patients inside the practice, in the long run, everyone is going to suffer compared to where they could have been had you stated your post as a leader and continued to build the practice and build the systems. Set expectations.

Dr. Andy Roark:

Let people know this is coming. Give them some training. Give them some tools to enable you to not be available. If it's the constant interruptions. Set clear visual barriers to them getting you. The best one is, you're not there. That's a clear barrier. I can't harass him he's not here. Short of that, consider not wearing scrubs. If you don't want to be doing technical work, don't wear scrubs. Wear manager clothes, wear nice clothes and just say, I can't jump in today guys.

Dr. Andy Roark:

And people won't generally ask you when they see you in your slacks. If you'll get down on the floor and wrestle this big [inaudible 00:56:37] dog, some people will, most people won't. You're sending them a clear signal about what your role is and what you're planning to do today with your time. Get a big piece of red poster board and tape it up onto your door that says, “Do not disturb. I'm not kidding, Donna. I'm serious. Don't do it.” And put it up.

Dr. Andy Roark:

I have people who are like, I don't have an office. Go and get big ass, air traffic controller, headphones. The huge nozzles that you stick on the side of your head, and they're noise canceling headphones. And people are like, oh, I have earpods to do that. Don't use them. I want something enormous. I don't care if they block sound, go get safety ear protection from the hardware store that's big neon orange and say to the team when I have this on, do not bother me.

Dr. Andy Roark:

These are my magic I am not here headphones. Or ear protection that I am putting on. And that sounds ridiculous, but it really is. I don't have an office to go into and close the door. So I'm putting this on my body, in my head and please do not bother me when I have these things on. And just try to create space like that. But guys that's the key to it.

Stephanie Goss:

Yeah. The other trick that I used for years when I didn't have an office was a sign that would go on the back of my chair. Right? Like Andy was saying, you put the big sign up on your office door. If you have one great. If you don't, you need to make sure that people approaching you from any direction are going to realize that you are in a bubble. And so whatever that looks like in your space, the earphones are great because to Andy's point, people can't see the earbuds when they're in your ears.

Stephanie Goss:

I can't tell you how many times I would be wearing earbuds and someone would come up, and I'm on a call, I'm talking sometimes even to a client and someone comes up and starts talking to me because they have no idea that I'm on the phone. That is the downside to creating the ability to talk with a little tiny thing in our ear. Right?

Stephanie Goss:

And so thinking about how do I visually cue them? The headphones are great. The sign on the back of your chair. At one point I literally would wear a sign hanging around my neck and wear one on the back of my chair. That was, unless the building is on fire-

Dr. Andy Roark:

Like one of those sandwich boards?

Stephanie Goss:

Yes. Don't interrupt me. For years they had a hanging sign that went around my neck. And it just was like, I can't. This is how I can visually cue you. And that came out of a conversation with the team because they would say, oh, we don't realize that you're on the phone. Okay. So how do we solve that visually? I think that that is so important.

Stephanie Goss:

And I think the last thing for me from a solving it perspective is, you're going to disappoint them, that's the best word I can think of, to some degree when you say no because they are looking at you, they're like, can you help? And you say, no. There's going to be some level of disappointment. So the challenge that I would give to all of you who are struggling with this is, tell them what you can do for them and be intentional about how you do it.

Stephanie Goss:

And so when we were really shorthanded and I was struggling so hard because we were shorthanded, look, I came up from the front desk, but I became a technician. I went to school, I had the skills on both sides. There were so many days where I was like, look, I'm shorthanded in both departments. And I could jump in and solve this problem, whether it was them asking me or me just knowing that was the solution. It's a really hard position to be in.

Stephanie Goss:

And so look at it and be intentional because if I'm doing that job, then I can't do the interviews. Right? I can't get more bodies in place. I can't update the payroll system so everybody gets paid. The answer cannot be that you're just going to do the work on the floor and take all of that work home with you and do it at night until two o'clock in the morning. Or work a 60 hour week, week after week after week.

Stephanie Goss:

You can do that in the short term, and sometimes it's warranted. That's what you get paid a salary to do. Because sometimes you have to work a 50 hour week to get something done, and that's the trade off. That should not be the norm. And so for most of us we make that the norm. And so the best way, I'm going to challenge you guys to approach this, tell them what you can do for them. So when you are in that shorthanded space, it's like, look.

Stephanie Goss:

I sometimes had to break it down on a week by week level. Look, this week I've looked at the schedule. The two days who are the shortest are Monday and Friday. So I'm going to be available to you guys Monday and Friday to jump in wherever you need me, whether it's for the whole day or three quarters of the shift or whatever I can give them, and Tuesday, Wednesday, Thursday from these hours to these hours or for the whole day or whatever, I'm completely unavailable.

Stephanie Goss:

Because this is what I'm doing instead. I'm scheduling interviews. I'm doing the payroll thing. Be clear and specific and you can't just tell them once. This is not a one and done. You have to tell them and you have to visually give them a queue. So whether that's posting your schedule up in the hallway where everybody can see it, putting it on slack every morning, “Hey reminder guys, I'm available today. I'm not available tomorrow.”

Stephanie Goss:

You got to be consistent and continue to give them that visual transparency to what your schedule is and what you can do for them. That is the only thing that I ever found in the moment to truly get them past that disappointment and get them back on the even ground where they're like, oh yeah, okay. I see you, you are communicating in a way that is making sense to me. And so they might still be disappointed, but it lessen that I feel like significantly so.

Dr. Andy Roark:

Yeah, I think that's great. I think that's a really good approach. Tell them what you can do. It's almost like you can't be all things to all people.

Stephanie Goss:

Funny.

Dr. Andy Roark:

It's so weird.

Stephanie Goss:

So weird.

Dr. Andy Roark:

Guys, thanks so much for being here. Guys, I hope this was helpful. Stephanie, thanks for talking to this with me.

Stephanie Goss:

This was a good one. Have a great week everybody take care.

Stephanie Goss:

While getting that's a rap on another episode of the podcast. And as always, this was so fun to dive into the mailbag and answer this question. And I would really love to see more things like this come through the mailbag. If there is something that you would love to have us talk about on the podcast or a question that you are hoping that we might be able to help with, feel free to reach out and send us a message. You can always find the mailbag at the website the address is unchartedvet.com/mailbag. Or you can email us at podcast@unchartedvet.com. Take care everybody, and have a great week. We'll see you again next time.

Written by TylerG · Categorized: Blog, Featured Center, Podcast

Mar 02 2022

Can You Teach Someone How To Be A Team Player?

What's This Episode About?

This week on the podcast, Dr. Andy Roark and Stephanie Goss are walking through their take on a conversation that Stephanie recently had with a fellow manager. This manager reached out, at their wit's end, asking “Please, tell me there is some sort of training/tools I can use because my team is struggling with acting like we are all team players! This every person unto themselves thing has GOT to stop.” We thought it would make a great podcast conversation to have with you all so let’s get into this…

Uncharted Veterinary Podcast · UVP 167 Can You Teach Someone How To Be A Team Player?
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You can listen to the episode on Apple Podcasts, Spotify, Google Podcasts, or wherever you get your podcasts.

Thank you to our sponsors! To learn more about this week's sponsor, GuardianVets, check out their website HERE.

Upcoming Events

March 13: Client Curation – How to Find Your People with Saye Clement

Think of your favorite client. Think of how they brighten your day and how easy that interaction is, each and every time. Wouldn't it be amazing to have an entire day of favorite clients? Dr. Saye Clement is here to help you achieve that!
Back by popular demand, this 2-hour workshop is going to help you take an important step toward happier days in veterinary practice. Clients who are a bad fit for your practice take up too much time and energy. You need tools to help you find your favorite clients among all of the potential ones out there.
In this workshop you will:
Incorporate a new method of client curation into how you already do business
Cover talking points to get buy-in from the whole team
Troubleshoot common pitfalls
Find out exactly how to ask a client if they are a good fit (without offending them or wasting time!)

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Episode Transcript

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This podcast transcript is made possible thanks to a generous gift from Banfield Pet Hospital, which is striving to increase accessibility and inclusivity across the veterinary profession. Click here to learn more about Equity, Inclusion & Diversity at Banfield.

Stephanie:

Hey, everybody. I am Stephanie Goss, and this is another episode of The Uncharted Podcast.

Stephanie:

Hey gang, this week on the podcast, Andy and I are tackling a walkthrough of a conversation that I recently had with a fellow manager who is on the struggle bus with something that I am also familiar with. I have experienced this at more than one point in time in my career, and that is asking yourself the question how in the heck do I get everybody to start acting like team players? Is there trainings that I can take, tools that I can use, tips and tricks? Please help me, because oh my goodness, it is every person unto themselves and I want to stop this. The backstory is that this manager friend had some things that were happening, had some one-on-one conversations, seems to get better for a little bit of time, and then slips right back to the way it was. Andy and I thought this would be a great one to talk together and share with you. Let's get into this, shall we?

Stephanie:

And now, The Uncharted Podcast!

Andy:

And we are back. It's me Dr. Andy Roark and Stephanie, there is no I in team, Goss.

Stephanie:

How's it going, Andy?

Andy:

Oh man, we're hanging in there? One foot in front of the other.

Stephanie:

Yeah?

Andy:

Yeah, we made it through January and now we're surviving February.

Stephanie:

Yeah. The beginning of this year felt like it was 10 years long. That is for sure.

Andy:

Yeah. Yeah. Totally. Yeah. Yeah.

Stephanie:

Yeah. But we've got lots of fun stuff coming up and I keep looking out on the horizon. I can't believe we're already in the second month of the year. It felt 10 years long but also the blink of an eye.

Andy:

Yeah, no, no. We're paying our dues, too. It's going to be a good year. I'm convinced. I'm saying to myself it's going to be a good year. I'm going to get through the craziness that is January of 2022.

Stephanie:

Yeah. Yeah. We have got a good one today. I'm excited about this. I was having a conversation recently with another manager who was asking for recommendations for tools or trainings on how to be a team player. The backstory is that they said we've had some one-on-one conversations with people when it seems like individuals have struggled with cooperating as a team. And that works for a little bit, but they're kind of at the point where it just seems like there's a lot of every man for themselves and no one is really cooperating in a way that they have before. They were just like, “I feel like everybody could use some focus on how to be a team player.” It's funny, because when this conversation happened, just it's one of those ones that I've had before and I've certainly felt like that, like “Where do you start? Where do you even start with that?” Because it's such a big question. I thought it'd be fun for you and I to talk about.

Andy:

Yeah. I like it a lot. I think that's a super fun one. You ready to start unpacking it?

Stephanie:

Yeah, let's do it.

Andy:

All right. Let's do it. Okay, so team is not working as a team. What are some resources for that? It's kind of a cart before the horse approach, I think. Not being a team player is not a problem itself, it is a symptom of a problem. There's no here's the fix for this behavior. You are powerless to fix this until you figure out why it's happening. That's really the opening position, right. So it's a diagnostic opening here is the first thing. It's not, “Hey, here's how you fix it.” It's, okay, let's run some diagnostics and figure out why people are not working as a team. And then once we figure that out, then we can totally get into some tools and some ways to approach it and stuff like that.

Stephanie:

Okay. So we can't start until we put our medicine hats on and we're going look at it from the diagnostic perspective. That makes sense.

Andy:

Yeah, totally. Yeah. There's a ton of different things this could be. Are we having teamwork problems because we have a trust problem? Like, people don't know each other and they're not comfortable around each other. Is it a training problem? Like, they don't know how to work in or how to jump and assist each other. They don't know what the protocols are so they can interface with other people to get the job done because they don't want to be in the way, but they don't know what they're supposed to do, and if they do something wrong and people are going to snap at them, and they're just kind of like, “Oh, I'm just going to go do something else totally differently so that no one gets upset at me because I'm not doing it the wrong way.” I have 100% seen it. Like, “He's not a team player.” It's like, “He's terrified because everyone yells at him as soon as he starts to do something because he's not doing it right.”

Stephanie:

I laugh because it's true. I think we've all seen it.

Andy:

Absolutely. It's not even the person is untrained. They're just not trained in your way. Often the people who really struggle with this are who have experience and they've worked at another hospital and they came to your hospital and they're like, “I know how to do this.” And people are like, “What the hell are you doing?” You know? Then they're really taking aback and their ego's kind of bruised. Is this a training and onboarding problem? Is it a communication problem? Right? Are people not communicating their needs? My wife will occasionally just lose her ish at me and be like, “Why aren't you helping me?” And I'm like, “I'm sorry. I had no idea you were struggling.” No one told me no one told me that there was a thing that was happening that I needed to be involved with.

Andy:

“Why aren't you helping me?” I didn't know. I'm sorry. I was happily doing my own thing and that's why. I was not aware. We've all had that problem, too, of like, do they know what's expected or do they know that people need help or do they know how to ask for help? You know? Or does the team know to ask for help? All sorts of things.

Stephanie:

Right.

Andy:

Is this a system problem? Do you have a workflow set up that leaves people isolated? Do you have your practice staffed where there's people who they're not trying to be a lone wolf, they're just doing other things or they're doing the workflow system as it is and it doesn't really allow for them to get help or to give help because they're doing one thing, and other people are doing another thing, and they're in the radiograph room while other people are in the treatment room, and there's just the workflow that we have doesn't really facilitate us coming together and working as a group. Which may not be bad, but it's just, I don't want to keep going to somebody and going, “Hey Dave, man, you're not a team player.” And Dave's like, “I don't see anyone to be a team player with because-“

Stephanie:

There's nobody else in the treatment room.

Andy:

There's no one else in the treatment room. That's exactly it. Everyone else is working in the exam rooms and no one invited me. And you're telling me I'm not a team player. Is it a values problem? Right? Is the team not on board with all for one and one for all? Are they not like, “Hey, we're in this together.” I think where most of the team was like, “Hey, we're a team and we stick together and we all get done with our work and we all go home together,” meaning leaving at the same time. Maybe y'all go home together. Maybe it's just a big clown car that everybody takes back to their house. I don't know. Whatever people do in your … once they leave the building, they're not your problem. Just let them go in their clown car and live together.

Andy:

But they're like, “Hey, we all get finished. We all leave at the same time.” And one person's like, “I don't buy into that. It's every man for themselves and I am out of here at six o'clock and I will walk out and leave all of you guys drowning because that's what I do.” And again, there are some positive things to be said about the person who is serious about going home at six o'clock. It's just a values mismatch whenever other people think we're in this together and we're all going to finish and help each other so that we can leave as a group as quickly as possible. that's what I mean when it's got a values mismatch.

Andy:

Is this an incentive problem? Right? Do incentives match team play? It's funny. There's a lot of times, like you look at doctors a lot, right, and they'll get paid on production. It's like, “Hey Andy, you're going to get paid for what you do in the exam room.” And then they're like, “Andy, why aren't you hanging out with the staff more and why aren't you doing more staff training and why aren't you leading lunch and learn meetings?” And I'm like, “Because you pay me to go into the exam rooms and that's the only thing that you pay me for.”

Stephanie:

Right.

Andy:

Right? I don't advocate that position, that's not how I really feel, but that is the exact conversation that happens is you say we've incentivized this person to sometimes work by themselves and then we ask why they don't jump in and work with the team. It's like, “Well, the system is not set up to drive that behavior.”

Andy:

People are simple. You know what I mean? They respond to incentives and disincentives. And so sometimes when I say, “Hey, why isn't the team working together?” I go, “Well, what are their incentives to work together?And what are their disincentives to work together?” And a lot of times there's disincentives for them to work together, and so we want to dig into that.

Andy:

Is this a self identity or self worth problem? You and I talked a couple weeks ago. We had the cowboy or cowgirl tech. The people who take risks and we talked a lot about does this person see themselves as someone who works alone, who does things that other people won't do, that works harder than every one else and doesn't want to be slowed down by them? Is it a confidence problem? Is it a thing where they say, “Well, no, one's going to help me, so I'm just going to go do it myself because I guess people don't like me.”

Stephanie:

Right.

Andy:

You know? People, we all go through stuff and we can all feel that way. Sometimes we don't feel like we're worthy of help and so we just don't ask for help. We're like, “I guess nobody wants me because they see me standing here but they're not jumping in and doing anything.” And I go, “Hey buddy, let's talk about how we see ourselves.” And then maybe that gives us permission to ask other people for help. You know?

Stephanie:

Yeah.

Andy:

There's the problem, we talked a lot about it in Uncharted this comes up. I think a lot of us came up with this idea that we are the helpers. We don't get the help. You know? We don't ask for help.

Stephanie:

As an industry you mean?

Andy:

Well as an industry, even as in individuals. I think for a lot of us, I don't just say this for myself, I remember the period of my life when I saw myself very much as the helper, as the one who helped other people. And then one day I was roller skating with my daughter. We were at the roller rink.

Stephanie:

Was this the time you broke your ankle roller skating?

Andy:

Yes. Yes I did.

Stephanie:

Okay, just checking.

Andy:

Yes. Yep. There were some 80s hits playing and I was like reliving my glory days at the roller rink and then my daughter just goes down, and she yanked me down, and my ankle just popped. And then these little kids were jumping over me like I was an obstacle on a course. They would jump and then touch their skates with their hands as they jumped over me. I'm sliding myself off of the roller round, crying and my daughter's like, “Daddy, are you okay?” I'm like, “I'm fine. Just I just got something in my eye when I fell down.” It was awful. I had a boot and I had crutches and the whole thing. And my wife kept going, “Why won't you let people help you?”

Andy:

Like, “Your daughter feels so guilty and all she wants to do is make a sandwich for you.” Like, “That's all that she wants and you are not letting her. Why are you doing that?” And I'm like, “I don't know. I'm embarrassed just to ask for help or to let someone help me.” Maybe I'm the only person who feels that way. I don't think so.

Stephanie:

Oh, no. Oh, no.

Andy:

A lot of times when we say you're not a team player, it's like, “I don't see myself as someone who asks for help.” It's like I'm not trying to be a jerk, just it's a self identity thing. Right?

Stephanie:

Sure.

Andy:

And a lot of us came up where being silent and being strong is what's rewarded and what's what's aspired to.

Stephanie:

And when I was thinking about this episode, a lot of this for me is in the head space realm, and when we talk about action steps it goes to our safe acronym for me in a lot of ways. But I think your point about you don't know why you wouldn't let your kid help you, a lot of that is the stories that we tell ourselves in our head, and it's so much background noise that is happening. I think about it in the context of being a parent and just I've always been the one to do the things and just get done it the house. Right?

Andy:

Mm-hmm (affirmative).

Stephanie:

If the dishes are in the sink, I'm just going to do them. And in my head, I'm getting frustrated and mad because I'm like, “Why can't anybody else do any of this?” But the trueness of it is that I stopped asking because I just was like, “Nobody's going to do it.” And so I stopped talking about it. I think that's really, for me, the key to a lot of this from a head space perspective. A lot of it is wrapped up in that self identity, but also the thoughts that we tell ourselves in our head: the stories that we make up, the things that were the narrative, that dialogue that is happening, most of the time completely unconsciously. We're we not intentionally thinking, well, even if I ask Hannah for help, she's not going to help me, so I'm not going to ask her. Right?

Andy:

Right.

Stephanie:

That's not the dialogue that's happening in your head, but there is something in your head that is happening that is like, “Oh, I'll just do it myself.” You know?

Andy:

Mm-hmm (affirmative).

Stephanie:

Like, I don't want to burden anybody, so I'm just going to get the things myself. I hear that because I do it all. I think all of us do it. I certainly do it all of the time. I can think of lots of examples where that has happened to me.

Andy:

Yeah. Some people are just shy. If you're in a clinic of extroverts and everybody else is just talking and being, “Hey, I need this and can you do that?” Other people are just introverted and they're not the outspoken, “Hey, I'm here. I'm available if someone needs me.” Or, “Hey, can someone come and help me out with this so I can do something else?” It's just not their natural necessarily to vocalize what's going on in their mind, and so they're just naturally quiet. If they're unusual in their practice for that reason, that can come off sometimes as being a lone wolf or an isolationist.

Stephanie:

Well, and I think on the full side of that, I will say that I have felt as a bubbly extroverted kind of person when I am in a team that has a lot of more introverted or quiet people, the flip side can also be true, that I can feel singled out and single myself out and not be as extroverted as I normally would because I'm seeing everybody else be quiet and I'm trying to temper myself and not be too extra for them. Right?

Andy:

Yeah.

Stephanie:

You know? It's like, “I don't want to overwhelm them.”

Andy:

You over correct.

Stephanie:

I don't want to be a little too much for them. And so the opposite happens where then, and I have had people say to me, “I think that the team doesn't think that you like them.” And I'm like, “What? I'm just over here trying not to be the golden retriever and like lick all over them and then now they think I don't like them.” Right? That is 100% a thing that can happen on the flip side. We all can think of those teams where a lot of people are introverted and you have the one or two extroverts and that is probably some of the narrative. And so again, a lot of this comes back to you have to talk about it.

Andy:

That's hilarious.

Stephanie:

And you have to figure out where it's stemming from.

Andy:

You are the golden retriever that demands to be petted. You know what I mean? That just like sticks your head under people's hands. You're like writing that back in. Like, “Why doesn't she like this?” “Look, she's just retraining herself.” She totally … Just go get her excited. Just be like, “Hey Stephanie, how you doing? How you doing, Steph? How's it going, Steph?”

Stephanie:

It's like the puppy that's had obedience school and they're and they're sitting there just quivering and shaking because they want to jump and just love on you and they know they're not supposed. That's a lot of times how extroverts feel in a group of introverts. It's hard.

Andy:

I feel so seen. That makes me so happy. That makes me so happy. Oh, man. Okay. The last part of this, which I have to sort of say, and again, I don't know the person who asked this question, but I do have to put it back to a leader. I will say sometimes the, “Hey, this person is not a team player,” is a boundaries problem. You know what I mean? In that sometimes, and again, I don't know this person so I'm not saying this, but I have 100% seen clinics where the culture is to not have personal boundaries. And so when someone says, “I have personal boundaries,” other people go, “Hey, buddy, you need to get on board with the team.” I have seen that right?

Stephanie:

Yes.

Andy:

And so I put that back to the practice owners and say, okay, if you've got one or two people who are not on board with the program, are they not on board with the program because of any of the other reasons that I listed or are they not on board with the program because they're kind of setting some work-life boundary things and maybe what the team is doing is not something that they really want to be a part of? And maybe they're not wrong for that. I don't know.

Andy:

Let me sort of make this a little bit more clear. Let's just say that there was a pandemic. Just try to imagine there was a pandemic. And just say that you were kind and shorthanded and then pretend someone got sick and couldn't come in that day. If you call your technician on her day off and you are like, “Hey, can you come in and work today?” and they say, “No, I'm sorry. I can't. I have plans,” and don't elaborate. I'm not convinced that they're not being a team player.

Stephanie:

Yes.

Andy:

I think they may just have worked their work week and decided that they didn't want to in, and they're not under any obligation to come in because they weren't scheduled to come in, and they said, “No, I'm not going to do that.” That's not them being a bad person or that's not them failing to be a team player, that's just them setting some boundaries and telling you what they're willing to do and what they're not. And again, I don't know that that's happening here, but I do have to put it on because sometimes when I hear managers, leaders, owners saying this person's not a team player, I say this person is not on board with the lack of boundaries that the rest of the team is on board with.

Stephanie:

Yeah. I 100% hear that and I see that. I have gone through that. I think that's a natural growing pain. Both individually in terms of clinic size and also culturally as an industry, like when you make this shift from a very small practice where everybody is intimately connected, because it is very small, and you depend on each other it's like that. I hear lots of clinics talk about that family feel. You know? And when you make that shift in size, that is a natural growing pain to where you're going to start to have people who are like, “I've got plans. No.” And I have done it, it is very easy to look at that and be like, “Well screw Sarah. She's not a team player.” Right? Like that, “I would cover for her. Why won't she cover for me?”

Stephanie:

It's very, very easy to have that thought be the first thing that pops into your head and feel frustrated, so I hear that. I think that's a challenge for us as an industry, back to your point about self identity, we all thought of ourselves as family first. A lot of us thought of ourselves as family first kind of environments in our practices and business second for a really long time, and a lot of us are making the shift because of the tremendous growth that we've had as an industry over the last few years of growing in size and scope and capacity. And so, that's a natural growing pain. I think that I can imagine or hallucinate for a second that there's some people listening, going, “Oh,” and feeling guilty because maybe that's where their head was at. I just want to normalize for everybody, that's a really normal response. It's what you choose to do when you recognize that as a response that makes all the difference. But I totally have been there. It's really easy to feel like that.

Andy:

Yeah. Oh, absolutely. I mean, it's super easy to get there. And I think your point about clinic size is a good one. I mean, when you have a small clinic and there's just a couple of us, we all kind of have to flex and we all kind of have to cover. But what tends to happen is that clinics get bigger. There's more chaos, let's be honest. A bigger clinic has more chaos because they have more cause they have more people.

Stephanie:

Yes.

Andy:

And so if the idea is that people are going to sacrifice themselves to help manage chaos as the organization gets bigger, you have people who are constantly being called to sacrifice themselves to deal with chaos, and ultimately that's the path to burnout. Right?

Stephanie:

Yeah.

Andy:

You might've been able to jump in and help when it was six people, nine people, and we could get chaos under control, but then you move up to 35 people and you go, “Oh, this chaos never really seems the end.”

Andy:

There's this normal progression. And again, I really do think that it's a cycle of business. Right?

Stephanie:

Mm-hmm (affirmative).

Andy:

When you start off and you start doing this, you're kind of backs against the wall, your a little startup, you've got your own little mom and pop shop. People are there for you and hopefully you take care of your team and they take care of you and you all have a vision and you all want to do this and we work together. And then just over the years, that harder to do, and as the business grows, it gets sort of harder to do. Just it's a natural maturation process. I don't want to shame anybody for having to go through that. I think we all have to go through that.

Andy:

And at the same time, I always have to keep this in context, right? There is this thing that I always say to people who are on the staff, who are like, “Well, why should I ever come in and cover a shift? Why should I ever help?” And I say, “Guys work is a relationship and you should treat people like you want to be treated in a relationship and you should demand people treat you like you want to be treated in a relationship.” And if you go into this relationship and you say, I am not going to do anything at all that I'm not scheduled to do, and I not going to make any accommodations to try to help, then you should probably expect that's how you are going to get treated when you want accommodations.

Andy:

Maybe you're fine with that. I just kind of feel like we all need to see each other and kind of help where we can and still take care of ourselves. It is a balance. It's not just how dare you ask an employee to fill in, because I think it's totally reasonable to ask. But I think it's also totally reasonable for them to say, “No, I have plans.”

Stephanie:

Yeah. I want to put a pin in that and come back to it, because something you just said is at the top of the action steps for me. I think this is a really healthy list. We talked about is this a training problem? Is this a communication? Is this a systems problem? Is it a values problem? Is it an incentive problem? Is there some self identity or self worth problem happening? Is there a shyness or introversion or extroversion problem happening? And is it boundaries? I think the last thing from a head space perspective is that once you think through maybe where is this stemming from, not knowing the background here, I think the other question that you have to ask is it has to do with pattern.

Stephanie:

Is this the whole team? Is this one or two people? Is it happening repeatedly? Is it surrounding just a specific issue? Is this front versus back? I think that there's a lot of things that as a leader you need to look at in terms of patterns and process around what's happening in your investigation process before you plan your plan of attack. Because the reality is it's all good and fine to start to do some of the things that we're going to talk about in the action set process. With anybody at any time, teamwork should absolutely be a part of your culture. If you have one or two people that are toxic about a specific thing, the whole team doesn't need a meeting to talk about that. You need to talk directly to those one or two people about the specific pattern of behaviors that you're seeing. I think that's the last thing for me in terms of head space is I think you really need to get clear on what is happening and why is that happening.

Andy:

Yeah. I completely agree. I think just from a diagnostic standpoint, and as we talk about figuring out what's going on, whether or not this is one person, or a group of three people who hang out together, or all of your CSRs, or your whole team, that's part of the diagnostic process. Right? It's not a self worth thing if none of your technicians are team players. It's like, I mean, it could be they've all got this same thing going on under the surface, but I doubt it. The probability is pretty low. It's probably a training thing or a systems thing. You know what I mean? And so, look at the people who are involved and that will give you some insight to maybe what you're doing and how we break this apart. But I completely agree. The way that we approach this when there's one person who's not a team player versus half the technicians and two of the doctors. Man, there's something different there.

Stephanie:

Yeah. Yeah, I agree. Do you want to take a quick break and then we can circle back and start talking about some action steps for how we might actually do this?

Andy:

I like it.

Stephanie:

Okay.

Andy:

Hey, Stephanie Goss you got a second to talk about Guardian Vets.

Stephanie:

Yeah. What do you want to talk about?

Andy:

Man, I hear from people all the time that are overwhelmed because the phones never stop ringing. I'm sure you hear from these people as well. You know? Like, “Our caseload is blowing up and the doctors are busy and the phones just don't stop.”

Stephanie:

They never stop. That is a true story.

Andy:

I'm amazed by how few veterinarians know about Guardian Vets. This is a service where you have registered technicians who can jump in virtually and help you on the phones. You can flip the switch and Guardian Vets can jump in and take some of the load on the front desk and they can handle your clients and get them booked for your appointments and give them support. It really is a godsend.

Stephanie:

Pre-pandemic, it was amazing to me how many people hadn't heard about it for after hours call help, but at this point, I can't believe how many people don't realize that they are offering help during the daytime as well, which I would think right now is a huge benefit to practices. Because everybody is shorthanded, everybody is drowning in phone calls, and so we talk about it. We've talked about Guardian Vets a lot on the podcast. And every time we do, we always get somebody who says, “What is that?”

Andy:

Guys, if you're not familiar with Guardian Vets, if you think that you could use them help on the phones or up the front desk, check them out. It's guardianvets.com. And if you mention our podcast, me and Stephanie Goss, you get a month free, so check it out. Guardianvets.com.

Stephanie:

Hey. Hey you. What got happening on your calendar in March? Because the Uncharted veterinary community has lots of things coming up that I don't think you're going to want to miss. First up in March, we have an awesome workshop by my friend, Dr. Saye Clement. Saye is going to be talking about client curation with us. She's going to teach us how to learn to identify the types of clients that you want for your practice. And then what are things that you and your team can do to attract those kind of clients specifically? It's happening March 13th at 12:00 PM Eastern time, 9:00 AM Pacific. It is a two-hour workshop. Put that on your clinic calendar, take a lunch break, go in late for the day if you're here on the west coast. It is $99. It's free as always for our Uncharted members. You can sign up unchartedvet.com/events.

Stephanie:

And then in the back half of the month on March 24th, my dear friend, Brett Canfield is doing a presentation that I am super pumped about. He and I are going to do some tag teaming on this. I am his wing man, moderator, and I am so excited for this because I went to Brett at the beginning of the year and said, “Hey, you are the person that comes to mind when I think about this topic because you live this and you help teams breathe this, and I want to bring this to Uncharted and to the veterinary community at large.” And that is the idea of more than an EAP. What can we do to make wellness happen in our practices? Brett is going to talk to us about the benefits of programs like EAPs, but beyond that, what are some ways and things that we can do to create sustainability for our teams? Again, this is a two-hour workshop. It's $99 for the general public, and it's free for our Uncharted members. It's happening on March 24th at 2:00 PM Eastern time, so 11:00 AM Pacific. This one will hit my west coaster's lunchtime and mid-afternoon for those east coasters. It's a two-hour one. So again, make sure to check out unchartedvet.com/events for all of the upcoming events and registration.

Stephanie:

And I want to take a quick second to pause before we head back to the podcast. I have to show some serious gratitude to our friends at Banfield Pet Hospital. Andy and I have wanted to do transcripts for the blog for a while because we've had multiple colleagues reach out to us and say, “Hey, I've heard great things about the podcast. I would love to listen, but this is not accessible to me.” While we were trying to figure that out, our friends over at Banfield stepped up and said, “Hey, we see you, and this is something that fits our values and our culture as a practice. We want to increase diversity and inclusion in veterinary medicine and we would love to help with that.”

Stephanie:

They stepped in a big way and are sponsoring all of our transcripts for 2022. So if you know someone who hasn't accessed the podcast because there weren't transcripts available previously, send them to unchartedvet.com/blog. They can find all of the transcribed podcasts for 2022. They can also find out more, or you can find out more, about all of the things that Banfield Pet Hospital is doing to increase diversity, inclusion, and equity in veterinary medicine.

Stephanie:

And now, back to the podcast.

Andy:

Okay, let's get into some action steps, Stephanie Goss!

Stephanie:

Okay.

Andy:

We've got sort of a vague problem here. We've talked a bit about doing some diagnostics. How do we fix this?

Stephanie:

I think it starts with what we were just talking about before, which is that you as a leader, I think have to do some investigating and have to get curious about what is happening and maybe do some looking at some of the why without trying to zone in immediately or zoom in immediately and be like, “Let me fix this problem.” I think this is a holistic diagnostic process, right, where you have to look at the whole and try and understand what is happening and why it's happening.

Andy:

Yeah. Yeah, I completely agree. The way that people really screw this up is, and honestly, I think kind of the original question kind of hinted at this pitfall, what are some resources, what are some tools? I'm like, “You're already trying to fix it.”

Stephanie:

Right.

Andy:

You're already trying to fix it.

Stephanie:

Yeah. True story.

Andy:

It's totally understandable. But that is the biggest pitfall with this thing of why isn't this person working as a team? Like, okay, before we get into it, we need to approach this with a spirit of curiosity. I want a detective program. Put your little Sherlock Holmes hat on and your magnifying glass and just go and just try to figure it out, and resist the urge to go, “Yep. That's it. That's the reason.”

Stephanie:

Right.

Andy:

Dave is self conscious. Resist the urge. But just ask. And people go, “What do I ask?” Be like, “Hey, Dave, why aren't you a team player?” It's not exactly that. That's exactly what we're going for.

Stephanie:

I'm picturing a manager in their Sherlock Holmes hat with their magnifying glass and a bright police light shining in Dave's face. Like, “Hey, Dave.”

Andy:

Oh, yeah. “Dave, have a seat. Where were you yesterday afternoon in the treatment room when everybody else was working as a team? I'll give you the answer, Dave. Not there.”

Stephanie:

That was the movie that was playing in my head for anybody who was wondering.

Andy:

Yeah. That's great. I like that. So, okay. So, yeah. So then what do we actually ask?

Andy:

The question is just, “Hey, I want to pull you guys in real quick. I've just been looking at our team. I've been thinking about how we work together. Give me some insight. Do you think that our team works well together? And if so, why? And if not, why not?” Or, “I'm really focused on trying to get our teamwork to improve and just to make sure that everybody's supporting everybody. What do you think we do well and what do you think we could do better?” It's just that. That's a real open-ended question. And again, I'm not saying, “What do you think Dave does well and what Dave can do better?”I'm not talking about Dave, I'm just talking about in general what do you think about how our team communicates? What do you think about how they work together?

Andy:

Here's another thing. I may be looking at when Dave's not a team player and everybody else is like, ” I love Dave.” Like, “Honestly, he didn't say a whole lot, but he just shows up and does stuff and then rolls on. And Andy's not around when it happens, but we think he's great.” And I'm like, “Oh, well maybe I'm the one here who's missing this.” I want to start super broad and just try to kind of suss this out. What's what's going on and why does this happen?”

Stephanie:

Yeah, I think for me where I would take it back a few steps and I would say actionably the first thing for me as a leader is that I have to approach it in a few different ways from the safe space. We talk about this a lot on the podcast. But the assume good intent is a big one for me because we make up stories in our head. And especially if somebody on the team has complained about Dave not being team player, I am going to have a preconceived notion in my head about that, and so assuming good intent and ignoring the voices in my head is really, really important here in terms of how you approach this. I think doing a safe check on yourself and thinking about like, can I sit next to these people or am I really ticked off because I have seen some really bad behavior in the last week and I've seen them not helping each other, not cleaning, not pitching in? And I'm kind of irritated at them.”

Stephanie:

I've been there as a manager, and how many of us have then gone in and attacked it without really being safe to sit next to the person. Right?

Andy:

Yeah.

Stephanie:

That's our ask. Can I sit next to them? Am I assuming good intent? Am I ignoring the voices in my head and am I thinking in a good head space about this as a whole?

Stephanie:

Then I think the next one is really, really important, and this is where I said earlier I want to put a pin in this and come back to something you said earlier. You were talking about talking to the team about boundaries. I think when it comes to teamwork, a team generally doesn't just have happen when a group of people show up at the same place to do the same thing. What I mean by that is you can have people who could show up at a park and play a pickup basketball game. And they might work together just fine and they might win. But when you think about team in the true sense there is a purpose, there is something that is bringing all of those people together, and they're talking about it. So much of the teamwork perspective, I feel like in my experience in veterinary medicine, has been expected without being talked about. I can't tell you how many times I've been in a clinic where the expectation is that if we have a hit by a car walk in the door at five o'clock that everybody's just going to stay no matter what.

Stephanie:

Well, I might be that team member who has to pick my kid up from daycare by 5:30, and so that unspoken agreement doesn't work for me. And I don't think that it's wrong for me to be able to say, “Hey, this is a boundary for me.” The problem comes from the fact that we don't talk about things like that as a team and we only deal with it when it explodes and gets messy. Which is I suspect what is happening with this manager is like, “Hey, there's some unspoken things that have been happening. We just assume that everybody is to do the same job and do it the same way, and so we just expect that everybody should know not only how to work together, but want to work together.”

Stephanie:

For me, the F, and has this person been set up to fail? Has this team been set up to fail? This is where I have to look at those fingers pointing back at me. When you point your finger at somebody else, there's multiple fingers pointing back at you, and I have to look back at myself and say have I set this team up to fail? I would say again, let me normalize this for a second, you are not alone. The vast majority of us do not talk about this stuff with our teams regularly or often enough. We might have. We might do team building a couple times a year. We might even have a strategic planning meeting at the beginning of the year with our team where we talk about our mission and our vision. We might even talk about our values, mission, and vision regularly at our team meetings.

Stephanie:

But I can count on a very small number of fingers the teams that I have seen over the years that organically are having open and safe conversations like this with their team about setting the expectations and talking about what does teamwork actually look like? What should that feel like? What matters to everybody? If I think that it's a pandemic and we're already shorthanded and Sarah gets sick and has to be home, I could think in my manager head, well, if I call Andy and ask him, “Hey, can you pitch in because Sarah's out sick could you come on your day off?” I could think and tell myself very easily in my head a story that of course he's going to want to come in because he should know that if he was out sick, that I would expect Sarah to cover for him too. But that's unspoken noise in our heads. We don't voice that. We don't talk about that being an expectation.

Stephanie:

And so until we take it as a few steps back and start to have meetings like the one you were talking about, which is like asking some of those open-ended questions and starting the dialogue with the team, I say that a lot of the F in safe rests on us as leaders where we have truly failed the team. And I don't say that to make anybody feel guilty or be mean, but I think that this gives us a really good foundational place to start of like you cannot come this problem trying to fix this actual problem in the moment. You need to zoom out and realize that this is a long play and you're going to start now to fix it over time. You're not going to immediately solve the problem of feeling like you saw some bad behavior where people weren't being team players in the treatment room this last week. You're not going to solve that by showing them some videos on teamwork or starting to talk about what does a team player look like? That's not going to fix it.

Andy:

Yeah. No, yeah. I completely agree. You know, I think your point is really good. When we say, “Has this person been set up to fail? What can I own? What is my fault as a leader?” A lot of people get defensive and they're like, “Dave's not a team player, Andy. Why would I assume responsibility for that?”

Stephanie:

Sure.

Andy:

I would say, “Well, the reason is because if you assume responsibility for it or as much responsibility you can, then you can actually do something about it. And if you assume no responsibility about it, you have almost no power to fix this.” Because you cannot change Dave. Only Dave can change Dave. And then that's it. If you think you can change Dave because you're his boss, you are set up for some hard lessons that you're going to learn in the coming years.

Stephanie:

Wrong.

Andy:

Yeah, exactly. You're not going to change Dave. It is healthy and deductive for me to say, “Dave's not bonding with the team or interacting with the team. I as the leader of this team have great power in facilitating that happening. What can I do to grease the wheels? What can I do to set the expectations? What can I do to make everybody comfortable? What can I do to onboard? What can I do to mentor? What can I do to make sure everyone knows their value and their worth and that they feel appreciated and that they feel comfortable communicating? What can I do to make sure that my team knows each other and trusts each other and sees each other as individuals? I have answers to all of those questions. But they only happen if I say, “What can I do here?” And so that's why I think it's so important.

Andy:

The other thing too is people go, “But Andy, I don't have the answer, buddy. I don't know how to do this.” And I say “You don't have to have the answer.” No one expects you to be perfect. No one expects you to know what you're supposed to say to people to gel together. No one's looking at you like some football movie from the 90s where the team comes together because of the rousing coach speech. You're not Rudy over there. You don't have to pull everybody together.

Stephanie:

Right.

Andy:

There was a great conversation in Uncharted this morning, in Uncharted community. Some of the people were talking about when they had people out and then they would call for help. And what does it mean if people say no, and how do they say no, and is that okay, and how should I feel about this?

Andy:

Somebody said, and this was just a great thing that I would expect from this person, they were like, “Our team got together and we talked about it and we said when people get sick, what do you guys want to do? Do you want me to call you on your day off and ask you to cover knowing that some days you'll be the one who's here when it's shorthanded and sometimes you'll be the one who's at home who gets called? Do you want me to call and ask people? Do we not want to call?” And their team decided that the days off were more important and they would rather work shorthanded than have someone called on the day off. And I go, “That's freaking genius.”

Stephanie:

Yeah.

Andy:

That's brilliant. That's beautiful. It's wonderful. They told you what they want and they said, “We would rather work shorthanded.” And I go, “Well, that is decision the team.” I will honor the decision of my people and I will support them. And then all of this goes away because the expectation is you're not going to call me on my day off, even if you're shorthanded, because we have decided that those days off are our team cares about.

Andy:

You can have that conversation. I mean, you can listen to your people. And somebody goes, “Well, but Andy, they're not going to reach consensus. They're going to divide down the middle.” That's fine. We can at least make sure everybody gets heard. Then we can start to talk about what we're going to be able to do, or the middle ground that we're going to meet, or how we're going to work this out.

Stephanie:

I think that's a great example of one of those cultural conversations that I think one of the shifts in mindset that has to occur from being a good leader to being a great leader is it can't just be a one and done. That's awesome, and having that conversation is so fantastic and it's more than a lot of other practices are doing. And then we have to start to think about how do I make this a living, breathing thing? How do I revisit this? How often do we revisit it as a team? That when you have two people go on maternity leave and three people move and now all of a sudden you have a new team, is it fair to them to assume that what the old team wanted is what the new team will want. Right? That's the kind of work that we as leaders, that's the stuff I love, like all day long would love to be working on that kind of stuff. I think it's really important to remind ourselves.

Stephanie:

And so, one of those tools is, look, if you have some of these things that your team agrees on and you start to build in, because I think talking about teamwork and having these conversations is fantastic, then start to build that into adding new people to your team. One of my interview questions has to with that. I ask them what does short notice to cover a shift look like for you and I ask them to tell me more about their thoughts on would you rather work short versus getting called on a day off? If that's something that's built into the fabric of your practice, you should be asking new people about that. You should be continuing to have that conversation with your team on a regular and on ongoing basis, and so I love that and I think it's so, so true.

Stephanie:

It goes back to what we were talking about, about the ownership of this as a leader is really important, and the whole process is going to be so much more engaging and success school in the long run when we have team buy-in. We know that team buy-in starts from the ideas coming from them. So you've got to talk to them. You've got to ask them what they think. Because like I said, you can have the idea in your head that teamwork looks like if I call you on your day off because we're sick that you're going to pick up and come in. But if the rest of the team feels like your day's off should be respected, then really I'm being the not team player, not the team, me as the leader, is not being the team player. I think I love that and I think it's super important.

Andy:

Yeah. I think things sort of going hand in hand with that as far as sort of setting your team up for success and trying to look at what fits here and how do we meet the needs of the people that we as leaders serve?

Andy:

Another big part of it is how do you positively reinforce the behaviors that you want? I talked about incentives for teamwork. What does that look like? It's a whole lot harder to police culture than it is to positively reward it. And so, if you want people to be team players, what are their incentives to be team players? Do they get pats on the back? Do they get gold stars? Do they get recognized? Do they get shouted out? What is the good stuff that happens when they work together as a team and cover for each other? Because I see a lot of this stuff. People will say, “Well, you need to be a team player,” and that only means bad stuff for me. Like when someone says, “Andy, be a team player.” I'm like, “You want me to do crappy stuff that is not my job to do.” Like, that's code for, “Andy, do crappy stuff that's not your job to do.” Yeah. And I'm like, “That sounds awful.”

Stephanie:

Oh my god, I'm laughing because it's so true.

Andy:

Yeah. What does the positive reinforcement look like? Do you celebrate people who jump in on our team, who live those values?

Stephanie:

Right.

Andy:

And you should. If this is important to you and it's important to the team that we're team players and we have team values and we look out for each other, are you recognizing and rewarding people who are looking out for other people and who jump in? Do they get rewarded, incentivized, promoted? Do they get developmental opportunities? I don't know. Do they get warm fuzzies from doing this? Or do they get extra shifts on Saturday?

Stephanie:

Right.

Andy:

That's what a lot of us get. Anyway, it's starting to think about, okay, just from an incentive standpoint, how do you incentivize the behaviors that you want to be? How do you reward people for jumping in and working together?

Stephanie:

I think the important part about that is that we know that we have a lot of listeners who are practice leaders, and the overwhelming thing that can happen listening to what you just said, Andy, is that we can very easily internalize for ourselves how are you going to reward them, what are you going to do about it, into the you meaning me singularly. It's really easy as a manager to get overwhelmed and think, well, now you're telling me I've got to figure out a positive reward system, and I've got to place the culture, and I got to be giving them gold stars, and when the heck am I going to have time to do that? The you is not singular here, you guys. This is how do you as the leader start the conversation so that the you becomes the team.

Stephanie:

I will tell you that is a thing of beauty when maybe it starts with you. I know in a handful of my clinics, that totally was the case. It was me saying, “Hey, I see you. Thank you for doing a good job.” But when you light those sparks and you give it enough air, when it lights on fire and the team takes off, that is when it really matters. And I will tell you, I have seen practices have a shout out board or a snap board where they leave each other positive comments. That's coming from the team. You know?

Andy:

Yeah.

Stephanie:

Yes, the doctors are putting stuff up there, and yes, the managers probably out of to that board too, but I will tell you that in my most recent clinic, the vast majority of those comments came not from me or my medical director, they came from the team themselves. That is how you harness the power of the you, because you, as a singular person, cannot do all the things. You cannot catch everybody being good. You know? This is where you invite the team to do it. Heck, invite your clients to do it. Ask them to give feedback when they have great team interactions. You've got to think about how do I make this a part of the cultural fabric so that you can crowdsource it because you as the manager can't do it all. Can't.

Andy:

Right. No, I completely agree. Well, I mean, I think that's pretty much what I got. I mean, a lot of it's going to depend on what your diagnostics come back as and where you sort of recognize your underlying problem to me. But I feel like those are really solid steps. You know, get curious, investigate. Why is this going on? Why is this happening? Remember to assume good intent, right? If you go in to deal with this problem having already decided this person is not a team player, you've already labeled them as something negative and you have labeled them as the problem. And then this other person is now the problem. And that person may not be the problem at all. There could be a million other things like systems, cultures, values, communication standards that are the problem, but we've kind of jumped past that. Right?

Stephanie:

Yeah.

Andy:

Take as much ownership as you can. How do you facilitate this? How do you stimulate this conversation? Are you talking to the team to get their buy-in? You and I are teaching strategic planning in Uncharted right now. We talk a lot about establishing team cultures and team values and things like that. That stuff is key if you want to bring people together.

Andy:

And then we've got to think about how we incentivize the behaviors that we want to see. That's team play. Again, I think it's a really great point of you listener, you manager, you don't have to be the person who figures this all out. But you can easily be the one who starts the conversation and say, “How do we reward people for the awesomeness that we want to see more of?” Because it's a whole lot easier to do that than to catch people and try to punish them for not being a team player. Because what's that even mean?

Stephanie:

Right.

Andy:

You know?

Stephanie:

Yeah.

Andy:

You were objectively not being a team player. You're like, “How could you prove that?” It's like, “Well, everyone else wore jerseys and you didn't wear one.” It's very hard to catch people not being on the team in a way that they accept.

Stephanie:

Right. Well. I think that goes back to what we were talking about earlier, define team with your team. What does that look like? What does that mean? Do they actually know each other or are they in a stage where they're just showing up to work and they're at the same place? And so you have these expectations for them that they haven't talked about. Who are they to each other? That's an easy place to start. Do some team building. There's a million resources out there for getting to know each other, doing icebreakers, team building stuff like that. Start some of that. Start small. Start some of that at your team meeting. Ask them a question. If you could go if you go anywhere in the world on vacation, where would you want to go?

Stephanie:

Look, if we have that conversation as a team and I hear something that you say, Andy, that makes a connection to me, I'm going to start a conversation with you about it. It's those little tiny baby steps that add up to the bigger steps that let you build onto, okay, now we all kind of know each other. We've been having some conversation about who we are as people. It's easier to ask people to appreciate each other, to vocalize that, to have harder conversations about, “Hey guys,” to your point earlier, I wanted to circle back to this. You were talking about start wide and start the conversation with, “What do you guys think about teamwork? Do you think it's going well? So, tell me.” Like, “Why? Do you not think it's going so well? Well, why is that?” Right?

Stephanie:

Those conversations happen much more successfully and easily when people know each other and there's some safety that has been built out there. Starting the conversation really wide like that enables you to then have the follow-up conversations, because maybe the team player a problem is happening because of the system's problems or the communication problems. The solutions for those individual reasons as to why it's happening are going to be exponentially more effective if we have a foundation of these people know each other and there has been some prior background conversation and safety created, we have some rules in place for them to have conversation with each other and it be a safe space to have that conversation. My best advice would be to start there, as you said. Start wide. Ask them a big, easy softball question and just let them talk about it. Get them to know each other as people and then start drilling down over time on the actual diagnostic problem that you figured out for yourself as to why it's happening.

Andy:

Yeah, I think that's great. Awesome. Thanks for doing this with me, Stephanie.

Stephanie:

Yeah, this is good. Have a great week everybody.

Andy:

See you, guys.

Stephanie:

Well, gang, that's a wrap on another episode of the podcast. And as always, this was so fun to dive into the mail bag and answer this question. I would really love to see more things like this come through the mail bag. If there is something that you would love to have us talk about on the podcast or a question that you are hoping that we might be able to help with, feel free to reach out and send us a message. You can always find the mail bag at the website. The address is Unchartedvet.com/mailbag, or you can email us podcast@Unchartedvet.com.

Stephanie:

Take care everybody, and have a great week. We'll see you again next time.

Written by TylerG · Categorized: Blog, Podcast

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