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Podcast

Apr 20 2022

Do You Really NEED an Online Pharmacy?

Uncharted Veterinary Podcast Episode 174 Cover Image

This Week on the Uncharted Podcast…

Are we still talking about needing an online pharmacy this far into the pandemic? Apparently, we are and for a different reason than you might think. This week on the podcast, Stephanie Goss is joined by Jenn Galvin, Practice Manager/Practice Owner to discuss a fun topic that came into the mailbag. A manager of a corporate practice wrote in and asked about our take on the “encouragement” they are receiving from their corporate leadership to begin outsourcing a lot of products off their shelves into their online pharmacy for home delivery. This is a lively one, let’s get into this…

Uncharted Veterinary Podcast · UVP 174 Do We Really Empty The Shelves?
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May 21: Retain Your Team: Speak the Languages of Appreciation in Your Workplace with Tracy Sands

You can be the leader of a happier, more satisfied team, and it starts with understanding how each person in your practice feels the most valued.r

Practice owner Dr. Tracy Sands is going to teach you about the languages of appreciation and how they can help you motivate, train and retain your staff in this 2-hour, LIVE workshop.

June 8: Creating Content That Clients Crave with Bill Schroeder

Many practices have heard that “content is king”, but few have systems in place that actually generate impactful content.

This extremely interactive session will explore the types of content that are most valuable, the potential impact of such, and proven methods for great content development.

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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 Goss:
Hey, everybody. I am Stephanie Goss, and this is another episode of the Uncharted podcast.

Stephanie Goss:
This week on the podcast, Andy's taking a bit of a break, but I have got my partner in crime Jenn Galvin here with me today. For those of you who don't know Jenn, she is a practice manager and practice owner of a multi-doctor practice in Arizona. She is so much fun. And when I saw this letter come through the mailbag, I thought there's no better person to talk through this challenge with than my friend, Jenn.

Stephanie Goss:
So we are going to talk through a mailbag letter about some inventory questions and I want to thank our friends at Vetsource for bringing you this week's episode ad free. Let's get into it.

Meg:
And now The Uncharted podcast.

Stephanie Goss:
And we are back. It's me, Stephanie Goss. And this week I am without my partner in crime, Dr. Andy Roark, but I have a fantastic guest host here with me today.

Stephanie Goss:
I have my friend and wingman and partner in crime, Jenn Galvin. And for those of you who have never met Jenn, she is an Uncharted member. She is super, super funny. She is smart and sassy and she is a practice manager like myself and she is also a practice owner. She manages her practice in Arizona with her partner, Erika Cartwright who is the DVM. And how long have you guys been in practice together, Jenn?

Jenn Galvin:
It is going to be 10 years next month.

Stephanie Goss:
My gosh. That is awesome.

Stephanie Goss:
Well, thank you for being here with me today. I am excited to have you.

Jenn Galvin:
Yeah, I'm super excited to be here.

Stephanie Goss:
I am excited for more people to get to know you. Our community obviously knows you really well. And you and I have done a bunch of workshops through Uncharted together now at this point over the last five years. And we have done some about this topic or pieces of this topic because you and I have traditionally tackled some of the more business heavy content that we have done for Uncharted. So talking about KPIs and inventory and the business side of things.

Stephanie Goss:
And so we got a letter in the mailbag recently and when I looked at it, I thought, “Okay, I would love to talk through this with Jenn,” because this is the kind of stuff that you and I both nerd out about. So I thought… No offense to Andy, I love him so much, but this will be a much more fun conversation with Jenn.

Jenn Galvin:
Now, without him here, do I have to give you a funny middle name or…

Stephanie Goss:
I mean…

Jenn Galvin:
Do you just… We skip that.

Stephanie Goss:
I think you could probably make one up, but we also can just skip that ride along.

Jenn Galvin:
Okay.

Stephanie Goss:
But this week is going to be a fun one, you guys. We have a letter from the mailbag we got from a manager who is working at a practice that is corporately owned and they are feeling a lot of “pressure” to outsource medications and preventatives to their online pharmacy or home delivery service. And so they were saying that their practice is having a lot of reservations about online pharmacy in general but specifically this manager is really concerned about the reduction in income to the clinic as well as feeling like isn't this going to make pet care less convenient for our clients.

Stephanie Goss:
And so this manager had three or four really specific questions. They want to know how do we explain to our clients that we're no longer carrying their favorite products, is this the direction that the industry as a whole is headed in, and do the pros outweigh the cons in the long run. And they said, “I would love some help as we grapple with this issue and prioritize what we keep on the shelves and whether we should fight for a bigger budget for our products.”

Stephanie Goss:
And I just thought this was such a great conversation to have. And so I am super excited to have you here and nerd out on this with you because I think you and I both have… I think this is going to be a very fun soap boxy episode.

Jenn Galvin:
I was just going to use that word like this is a soapbox topic for me. I know it's one for you. If we could both just have megaphones and scream from the hills.

Jenn Galvin:
Yeah, yeah. And this comes up all the time. In our classes that we've done, in people that we talk to at conferences like pharmacy is a huge topic and people are always worried about it and they're afraid and I understand why they're afraid-

Stephanie Goss:
True stories.

Jenn Galvin:
… to let it go.

Stephanie Goss:
I think let's start-

Jenn Galvin:
Yeah.

Stephanie Goss:
… as Andy and I always do with the headspace on this. And so when I sat down to think about how are we going to talk about this topic, for me, the headspace really was we've got to start with the why. That is the be all end all in this conversation, I think.

Stephanie Goss:
And so this manager actually asked a great question because they didn't put it as one of their question but they said they were feeling pressure from their corporate partner to outsource medications and preventatives to their online pharmacy and so that's where I would start the why honestly.

Stephanie Goss:
And the questions for me are why are you being asked to outsource things because understanding why they are asking you to do it is key to planning how you approach it, not only with your team, but also with your clients because there's a whole bunch of different reasons why you might want to outsource more of your pharmacy from your brick and mortar location to an online pharmacy.

Stephanie Goss:
So some of the things that immediately come to mind for me are, are you over budget in your cost of goods? That's a really easy place that a lot of people start when we look at the cost that it has to the clinic to carry product and have it sitting on our shelves.

Stephanie Goss:
You and I talk about this extensively when we talk about inventory and we talk about practice financials. It is often a place where practices struggle and it is not uncommon for you and I to hear from a practice when we start digging into their budget and looking at numbers. They're like, “We're at 24% of our revenue as being carried in cost of goods or 25%.”

Stephanie Goss:
And then when you and I talk about where our practices have been or are and it's a significantly lower percent, they're just like, “I don't understand how-

Jenn Galvin:
[crosstalk 00:06:36].

Stephanie Goss:
… you get to that lower number.”

Jenn Galvin:
If people come out and they're at a super high COGS, the first thing that I ask them to do is look at the amount of money on your shelves and that starts with actually recording your inventory correct which is a whole another ball wax. But if you look at what is the money sitting on your shelves, oftentimes in most practices, it's so big, it's such a big number.

Jenn Galvin:
I know that you have to have products. There are some things you have to have on your shelf, but if you could liberate half of that amount of money and put it in your bank account, what could you do with that? It's huge. It's a huge number. And I have practices that… It's a couple doctors, it's nothing huge and they're coming back with 40,000, 50,000, $60,000 of inventory at their hospital. What could you do with $30,000 back in your pocket?

Stephanie Goss:
Yeah, I think that is definitely a piece of it and I want to talk a little bit about some of the things that we could do with that money because I think that that goes to the last question that this practice manager asked us about whether we fight for bigger budget for products.

Stephanie Goss:
But I think the other things they ask for me when it comes to the why and trying to understand. And so if you are in a practice where you're looking at pressure outside of yourself whether it's coming from your practice owner or your corporate partner in this case or even from your vendor, if you have a home delivery service or if you don't have one and you have sales reps coming into your practice asking you why don't you have an online pharmacy, there are good reasons why you're getting some of that pressure.

Stephanie Goss:
And so I want to talk about some of those things that we should all be examining for ourselves and we should be able to have a concrete answer on the why. So are you over on your cost of goods? The other really, really common one that we see is when practices have a lot of duplicates of medications.

Stephanie Goss:
I think I have shared this story on the podcast before, but maybe not, maybe just in our inventory sessions that you and I have done, but when I started at my most recent practice, I came in and I remember when I went for my interview and the hospital has a beautiful, big, giant lobby. We're very blessed with space but you walk in to the right of the front door are these floor to ceiling shelving units and they're pretty built in.

Stephanie Goss:
You walk in and there's literally full floor to ceiling of pet food and they had Hill's, they had Royal Canin, and they had Purina and they had one of everything, all of the common diets. And then on the opposite side, it is full, shelves are full of parasiticide products and they had chewables, they had topicals, they had flea, they had tick, they had flea and tick. They had all of the combos.

Stephanie Goss:
And I remember standing in the lobby waiting for the people who were interviewing me to come out and get me. I remember just thinking, “Oh my God, I want to know so bad,” just for my own curiosity “what their cost of goods is.” And it was so funny because we went into the interview and I bit my tongue and made myself sit on my hands so that I didn't just immediately blurt out for the love of God please tell me what your COGS are. That was all I could think of when I was standing there staring at shelves.

Stephanie Goss:
It looked beautiful and robust and full and all of the good things that we want to consider when it comes to product marketing in our practices and at the same time, I was horrified by what I knew must be the dollar volume sitting on those shelves. And I also wanted to know why.

Stephanie Goss:
Why are you having every option under the sun? Because we also know that when we offer everything to our clients, we're not actually offering them anything. Our clients are more likely to say yes to a recommendation when we give them a clear recommendation and maybe one alternative as option whether it's medication like an antibiotic or a parasiticide, it doesn't really matter. The clients are looking to the veterinarians and to the hospital team to say, “This is what I want to use for Fluffy and here's why.”

Stephanie Goss:
And so when we have all of those options on the shelves, we think about it in terms of feeling good about trying to offer our clients options and convenience. And that's how a lot of my friends that our managers have looked at it, they're like, “Well, I carry everything on the shelf because we want the clients to be able to get whatever it is that they want.” And I can totally understand that.

Stephanie Goss:
And that was actually honestly part of the answer from the practice was like, “We want the clients to be able to have choices.” And so I said, “I can appreciate that.” And to your point, I knew thousands, tens of thousands of dollars that were sitting on those shelves. And I was looking around and just thinking, what else could you do with that money?

Jenn Galvin:
Right, right. Well, and so many practices, and I get the mindset, I do. But you're not a big-box store. You're a veterinarian. You're not trying to be a Walmart or a Costco or… That's not our job. Our job is to pick something to feel really confident about and whatever that product may be, it is, and that's fine and that's the beauty of having an online pharmacy versus carrying all that stuff in your practice because you get the positives of being a big-box store or if you have that client that comes in and says, “Hey, I've used this particular product for 10 years. It's what I like. I'm not switching.” You can say, “Great. We have that over here where it's not sitting on our shelf, collecting dust-

Stephanie Goss:
Let me have that delivered to your house.

Jenn Galvin:
… eating up [inaudible 00:13:13] and I can bring it right to your door.” It's such a better way to do that.

Jenn Galvin:
The other horrifying thing when you said that I was like, “I wonder how much people are taking off their shelves [crosstalk 00:13:24].”

Stephanie Goss:
That was a hundred percent. I was standing there thinking, “Mm, I wonder how much of that inventory is walking off,” because it's out. It's out. And it's in the open. And I'm like, “If you have that much product…” You and I both know when it comes to managing inventory, when you have that much product sitting on the shelves, if you are not doing daily counts of that stuff, stuff is walking off every single time.

Stephanie Goss:
Everybody likes to think that it's not and then it's not going to happen in their practice and, “Oh, we know our clients, we know our team,” but the reality is it happens. It walks off the shelf every day. And so that was the other part of it for me.

Stephanie Goss:
And so it was funny. I did finally get to the point and I asked the medical director and the regional manager who were interviewing me. I asked him, “Tell me about the products that are on the shelf and tell me about why you guys have the volume in stock that you do.”

Stephanie Goss:
And it was interesting because the practice had been… They were like, “Well, we want to be able to offer convenience to our clients and the closest store that carries stuff like this is a little bit of a drive and so we want them to be able to access stuff.” And I was like, “Oh, okay.” And I was like, “Is that the only reason?” They were like, “Well…” I said, “Well, tell me about the parasiticide for example.”

Stephanie Goss:
And what it came down to was that this practice had been largely managing for a good period of time with one regular doctor and a lot of relief help. And so it turns out that they had started ordering things because someone would be doing relief and they'd be like, “This is what I'm used to using. I'm going to prescribe it for the client. Can you get it?” And instead of… They didn't have an inventory manager or anybody who was in charge of that at the time and so they just asked whoever was on that day and they were like, “Yeah, sure. We'll get it ordered for the client.”

Stephanie Goss:
So instead of looking at how do I have one single order sent to this particular client or even the five clients that associate vet saw that day, it was like, “Sure, let me buy a whole carton and have it delivered to the clinic. And then the other eight boxes in that carton are going to just sit on the shelf until the end of time.”

Stephanie Goss:
That's the next piece of the why for me that I would ask you when trying to unearth why are you being asked to do this is, are you overstocked? So we know that duplicates and overstock can cause massive chaos when it comes to inventory.

Stephanie Goss:
And so that would be something else I would look at is, do you have the duplicates but also even if you only have one product, let's say I walked in and they were only carrying one of the parasiticides, if every single one of those shelves is full with multiple cartons of backstock sitting there, the next question in my mind is like, “How often are we actually turning over that product? How often is that product sitting on those shelves?” Because that also contributes to the problem just as much as carrying all of those duplicates?

Jenn Galvin:
Oh, for sure. And you can get caught in the trap. I love my vendors. They're fabulous people, all of my reps are wonderful and they've gotten to know me and the kind of manager I am over time so they know when to give me a deal and when not to give me a deal?

Stephanie Goss:
Right.

Jenn Galvin:
But you have a lot of these vendors that will come and it's their job to sell you product. That's what they do. And so they'll come in and say, “Hey, we have this special on X parasiticide. And so if you buy 45 million cartons, we'll give you three for free.” And so you think, “Oh, man, three? It's 350 bucks a carton. Who would pass up over a thousand dollars in savings? Give me the 45 million cartons.” And then before you know it, you're sending back expired product and you're eating a ton of money and it totally wasn't worth it. And I see so many places fall into that trap and then they've got all this extra stock that it just eats your wallet.

Stephanie Goss:
And then I think the last piece of maybe the why that I could think of would be one of the benefits to having been in corporate practice is that we often had access to data that was greater than what I might have had access to in private practice.

Stephanie Goss:
And so one of the questions I would ask is, are we looking at data that is showing that my specific hospital, my specific clients are already shopping elsewhere.

Stephanie Goss:
And that is something that all of us should be looking at whether we're corporate or private practices doesn't matter and I used to have a spreadsheet in my private practice where every time we got an online pharmacy request for another pharmacy, didn't matter whether it was 1-800-Petmeds or Chewy or the Costco down the street when we got an outside pharmacy that was something that got logged on the spreadsheet so that we could see where our clients were shopping, what they were shopping for in other places, and be able to make decisions for ourselves.

Stephanie Goss:
That occurred because I'm super freaking nerdy. And I love spreadsheets.

Jenn Galvin:
No.

Stephanie Goss:
Big surprise. Big shocker to anybody who listens to the podcast. You guys should all know this about me by now.

Stephanie Goss:
And because I grew up in a practice where one of my practice owners was a CPA and so numbers and data mattered and that was how I was trained and that was what I did. And yet I think that was one of the things that I appreciated when I worked in corporate practice was that I often had access to correlated data like that that was telling me specific narrative about my own clients and my own practice. And so that would be another question that I would want this manager to ask.

Stephanie Goss:
But I think all of those questions aside, I think the number one thing from a headspace is I would start with why. Get curious and not in a, “I'm going to tell you no because I don't agree with you,” way but in a, “Tell me why. Why here? Why now? Why is this important?” Because understanding the why I think is where we should always start when it comes to making decisions in our practice.

Jenn Galvin:
Yeah. And I think you have to feel good about it too.

Stephanie Goss:
Yes.

Jenn Galvin:
If you're going to do this, if you're going to start to outsource, if you're just doing it because your mom told you to, it's that same thing as when we were children like, “My mom says I have to clean my room before I can go sleep over at Stephanie's house. It's really stupid.”

Jenn Galvin:
If corporate is telling you or if your practice owner is telling you like you have to clean your room, you have to outsource your stuff. If you're just going to go into it with like it's because I have to, that's… Really why though? What is the true reason? And find something that you can embrace.

Stephanie Goss:
And so I think the embracing it is big. I think the acceptance and the embracing are two separate steps because when your mom tells you to go clean your room, I love that analogy, there's always the like, “I'm going to fight against it,” and then at some point comes the acceptance, which is usually done with a pout and an irritated face and attitude. And then eventually some of us get around to the embracing part, not all of us, but some of us get around to the embracing part.

Stephanie Goss:
And I think Jenn and I are hoping that by the end of this conversation that we have encouraged and cajoled and supported and loved on you guys enough to get around to the embracing part of it because both of us are going to shout loud and clear about our love for online pharmacies.

Jenn Galvin:
Well, you do like to hug people so I think the embracing thing…

Stephanie Goss:
I do. I do. That is a true story. That is a true story.

Jenn Galvin:
Yeah.

Stephanie Goss:
So headspace, we are going to start with why and then I think actually this episode is going to be less about the plan of attack and a little bit more about headspace. And so I think there were three other questions that our listener asked that I think are important to unpack in terms of headspace.

Stephanie Goss:
And so the first one is they asked, “Is this the direction that the industry as a whole is headed in?” I think what they were specifically asking is maybe not just about online pharmacies because I got the feeling that they were on the fence there but most specifically about outsourcing “a lot” of our medications and preventatives. And so my question there is picking things apart.

Stephanie Goss:
But the reality is, are you being asked to outsource your pharmacy as a whole by and large? Or are you being asked to outsource a lot of medication or preventatives because of some of the reasons that we just talked about?

Stephanie Goss:
Because how you feel about that and your response to it are probably going to be different. If someone came in and said, “I want you to stop carrying all products in house and send everything out to an online pharmacy.” And there are practices that run that model now that has shifted to the doctor's office where you don't carry anything in house and you send them to the pharmacy just like they do in human medicine.

Stephanie Goss:
But the most of us are still living in that hybrid space where we're trying to adopt the model of we carry the necessary things in house and the things where, to your point, we want to be able to provide clients with multiple options or we want to reduce some of the duplicates that are on our shelves or we want to be able to carry a variety of sizes and choice, like we want to give clients choices, I think that's the bottom line behind online shopping.

Stephanie Goss:
When you or I go flip open to Amazon to find something, part of why I'm doing that is because I know I'm going to have a variety of choices and a variety of price points at my fingertips and I'm not going to have to think about that.

Stephanie Goss:
And so I think a lot of us approach what we carry in our own practice with that same rule of thumb. And that certainly was the case in my practice because one of the things that I looked at in horror when I was standing in that lobby is that they had single doses, they had three packs, they had six packs, they had 12 packs, and I was like, “Oh my God.” Stop it. Just slow, stop.

Jenn Galvin:
Slow your roll. Slow your roll. Yeah. And that was something like immediately, it's the light bulb moment where you're like, “You can just carry six months packs,” and that's how people buy it from you. And that's okay. And that's really-

Stephanie Goss:
[crosstalk 00:24:28]. Changes heart.

Jenn Galvin:
Mm-hmm (affirmative).

Stephanie Goss:
And the funny part about that is I guarantee that most practices did not start with all of those options on their shelf. They started with a couple and then slowly over time something got added and then it was like, “Well, if we're going to add that we might as well this and then let's have this option for clients as well.”

Stephanie Goss:
And so that change doesn't occur overnight either which is the funny part to me is that we all dig in our heels when it comes to eliminating that change. But most of us are really willing to embrace that change on the front end in terms of adding things. It's the taking away where we're just like, “Let's dig in our heels and scream about this.”

Stephanie Goss:
So I think is this direction that the industry is headed in a whole? Hell yes. Right.

Jenn Galvin:
Yeah. We're just so far behind on that train. The ship has sailed.

Jenn Galvin:
I know we were talking earlier about… Look at the pandemic. If that was not a reason to jump on the online pharmacy ship it to people train, that was fireworks in your face like get on the boat of getting that done. And we were talking about how much ecommerce has grown time and yeah, this is definitely where we're going.

Stephanie Goss:
Yeah. So it's funny because when we looked at that question you and I both emphatically said yes and we're laughing because both of us have been on board with home delivery.

Stephanie Goss:
My prior practice was one of the very first practices with MWI's proxy program. Do you remember that? Like way back when?

Jenn Galvin:
Oh, that's old.

Stephanie Goss:
Right? I'm dating my-

Jenn Galvin:
We're very young. Okay. We're both very young, beautiful women. But yes, that's old.

Stephanie Goss:
I'm dating myself with that. I've been on board for a long time.

Stephanie Goss:
And I think your point is really valid which is that the world shifted radically under all of our feet in the last couple of years. And so I have seen a lot more practices make the leap which is amazing and exciting and at the same time, it never ceases to amaze me how many practices I talk to who are like, “Eh, we haven't. We're not really into it. We haven't. We don't see the value in it. We don't understand why. We don't want to give up the profitability.”

Stephanie Goss:
And so I think those are all things that you and I want to get into, but it was interesting because when you and I were having the conversation about setting this episode up to your point about the pandemic, we know…

Stephanie Goss:
So there was a white paper done on why online pharmacies and why now and had a lot of statistical information from completely outside the online pharmacies themselves within veterinary medicine. And so there was a statistic that came out of that from the American Pet Products Association and they did a bunch of studying during COVID and their estimate was that 11.4 million, million, households got a new pet during the pandemic and those numbers were significantly higher amongst millennials and Gen Z.

Stephanie Goss:
You and I were looking at that and for me, my first thought was I don't know a single millennial or Gen Z who doesn't shop online. I shop online. I'm not a millennial, but I shop online. You shop online. My freaking grandma who's 96 years old shops online now and has groceries delivered and things sent from Amazon. This is not just…

Stephanie Goss:
And I think that's one of the things that drives me crazy is often we get so laser focused on, “Well, it's just the young people. It's the millennials, it's the Gen Z, they're driving this,” and they are because statistically numerically they're way more of them that are doing it at a faster time speed than a lot of the other generations, but it's not a generational discussion anymore and it hasn't been for quite some time. And so I think we need to look at our own behaviors.

Stephanie Goss:
It's amazing to me. I have watched Andy asked this question and in lectures and our friend, Eric Garcia, has some lectures that he has been doing recently about ecommerce and I watched recently when we were in Florida him asked the question of the audience. Who here has shopped on Amazon in the last week? And almost every single hand in that room went up and it was a big room, a lot of people in it.

Stephanie Goss:
The reality is we are all used to the ecommerce model now and there's tons of statistics and we can drop some of them in the show notes because I think they're actually really, really interesting but I think the reality is the pandemic has forced ecommerce growth to explode. And I think veterinary medicine, like we do, has done some serious digging in of our heels and folding of our hands over our chest like, “Yeah. We're not into this.”

Jenn Galvin:
And you know what this reminds me of? Do you remember… And this is going to age me a little bit, but way back in the day, it was all about print ads in the phone book.

Stephanie Goss:
Yes. Yeah.

Jenn Galvin:
Computers, they were not our thing. We were not actually going to use computers. This was back in the nineties. And computers are not here to stay so let's just keep print ads. People were spending crazy amounts of money there.

Jenn Galvin:
And it took forever to get vets to stop paying for these huge color page ads. It's like I'm talking to my practice owner like, “Please, for the love of God, stop paying for print ads in the phone book.”

Jenn Galvin:
I feel like we're kind of there where life went on. Computers are… That's what we do now. Who has a phone book? And they come. They come to your house and you're like, “Do I sit on this? What is this for?”

Jenn Galvin:
It's only computers. That's where we are. That's reality. And that's where ecommerce is. I don't go to the store anymore. Stuff's delivered. That's real life.

Stephanie Goss:
It's so funny that you say that because when I moved here to Washington… You guys, I've been living here seven years, so that's math that's too hard to do this early in the morning, but whatever seven years ago was 2016?

Jenn Galvin:
15.

Stephanie Goss:
In the teens, right? In the 20 teens. I'm not kidding, my practice still had ads in the phone book and were pay… And I looked at when I first started it and I dug it and I looked at the budget and not $1,000 plus a month expense to have these giant ads in the phone book and I was like, “Oh my God. Why? Why are we doing this?” And the conversation was…

Stephanie Goss:
I understood why they were thinking this way for a little bit. I could have some understanding. We are actually the second most concentrated place in the entire United States for retirees other than somewhere in Florida. And so they were older people want their phone book and they don't have cell phones and they're not looking at information that way. And I was like, “Ooh, I beg to differ.” I'm going to push the buttons here.

Stephanie Goss:
We looked at that but it's so true and I think a lot of us in veterinary medicine have looked at online pharmacy in that way like we're just going to fight it and we're just going to fight it and dig in our heels and dig in our heels. And it irritates the hell out of me because I'm just like, “We are so far behind the curve.”

Stephanie Goss:
I think when we looked at the question is this direction that the industry in a whole is heading, it was a resounding heck yes from both of us. And I really feel strongly and this is where Jenn and I both get on the soapbox on this. If you are running your practice and you do not have a home delivery option for your clients, you are failing to serve your clients. Fight me on that one.

Stephanie Goss:
Because we do a disservice to our clients when we cannot provide them with options and to your point, when you have those clients who come in, who are like, “I've been using this product for years and it works for me and I would like to continue it,” there may be some validity and some updating of the medicine that has been done and we should be educating them if we have a newer product or a better product that could serve their patient.

Stephanie Goss:
I'm not saying not to have those conversations and I would rather be able to serve that client and meet their needs and meet them where they're at than have them walk away and buy from someone else and we know that is exactly what is happening because hello, have you checked your fax machine lately, how many faxes do you have sitting on it from Chewy or 1-800-Petmeds. The reality is… Or even Amazon. We know that clients are shopping other places now.

Stephanie Goss:
And again, this is where I really meant it when I said, this is not a generational problem, this is not millennials. It's not just the Gen Zs that are shopping online. It's all of our clients. And often when you start to dig into the data about your specific clinics' clients, it's some of your best clients that are probably shopping online.

Stephanie Goss:
And so I think it's really important to start with that headspace of even if you don't think that this is the right fit for your practice, I'm going to really push you or your practice owner, whoever is providing the resistance and the drag on this because the reality is we're here. The ship has…

Stephanie Goss:
I loved how you said that Jenn, the ship has already sailed. The rest of us have been on the ship for a while and we're waving it at you from out in the ocean and there are still colleagues of ours who are standing back on the shoreline going, “I don't know,” but you are losing out. If that is you, you are losing out on the opportunity to serve your clients. And so I would challenge you to think about it in a different way.

Stephanie Goss:
For me, that is often a lot of the conversation you and I have had with our colleagues when we're talking about this. It is about reframing the way we think about it because we are so concerned in veterinary medicine about losing. Losing clients, losing profit, losing margins.

Stephanie Goss:
And when the conversation is often had about home delivery, the number one thing that comes up is, “Well, they're going to take all the profits and what's the point if I'm only going to get a couple of dollars out of that prescription. I could sell that in my clinic and mark it up 75, a hundred percent.” Because a lot of times the conversation is about parasiticide which is a loss leader.

Stephanie Goss:
And for a lot of us, we do charge lesser markups on that because it is something we're providing because it's good quality medicine and we want all of our patients to be on it. And I would rather sell the higher volume of it at a lower cost and generate the same amount of revenue than have the markup be higher and have clients buy it from other sources online.

Stephanie Goss:
That's one of those ones that's really common and the argument is, “Well, I don't want to lose that money because if I'm already selling it at a lower markup and then I move it to my home delivery or my online pharmacy, then I'm going to lose even more money because they're going to take fees and credit card fees and all of that kind of stuff. And so at the end of the day, if I'm only getting $2,” let's just pick a round number out of there, ” for that NexGard prescription, it's not worth it to me.”

Stephanie Goss:
I think that's one of the things that I have always been most puzzled by that line of thinking because-

Jenn Galvin:
It was like, “I will arm wrestle you to fight you on that one.”

Stephanie Goss:
And because… Yes, and more it's hard for me because I'm like, “I would rather have $2 10 times a day than $0 10 times a day.” That argument, I have really struggled with that and I've had the conversation with people and I've never really heard an actual explanation that has made logical sense.

Stephanie Goss:
I think the drive for that conversation comes from a place of fear. I can understand that because for the first probably 10 years that I was in practice and you and I have both been in practice about the same amount of time, we had raging markups on our pharmacy.

Stephanie Goss:
I remember a time where a lot of products had multiple hundreds of time percent markup on them, right?

Jenn Galvin:
Yeah.

Stephanie Goss:
And those days are gone as things have shifted and people are buying online and they're shopping around. They're doing all of the same things that we all do in our personal lives. They're doing that for their pets as well. Those days are gone.

Stephanie Goss:
And so for me, I have never understood that rationale of I'm just going to keep fighting and keep fighting and keep fighting. I think you and I are both solidly in the yes camp.

Jenn Galvin:
Yeah. And the bummer is the battle's lost. And I hate to say that. I do. Because the battle, we fought it for a long time. We really did. And we did well for a long time, but it's gone, it's lost. And a lot of people forget the time and energy you have to put into carrying everything that you want to, paying somebody to order it, paying somebody to put it on the shelf, paying somebody to sell it. I see a lot of practices paying production on these products. And so really by the time you do all of the things, you're making 15 cents on a product.

Stephanie Goss:
If you're not actually-

Jenn Galvin:
[inaudible 00:38:44].

Stephanie Goss:
If you're not actually losing money because how often do you and I talk to practices where we dig into that and we ask them how their pricing is set up and then we ask them what their average staff hourly wages and we calculate out what it costs to order to carry, to do all of those things and then we ask them about production and that's where my horrified…

Stephanie Goss:
I always have to struggle. I struggle, you guys, to control the horrified look on my face because when somebody tells me that then they're paying production and we actually do the white board math with them. So many practices are actually losing money on those products when we do the full math because there are so many practices out there where the price that gets put into the computer and their inventory setup is what is my hard cost and that's all that's being looked at and all of those other associated soft costs are not.

Stephanie Goss:
If you are listening and you're like, “This is all stuff that I didn't know,” or “Well, maybe that's us.” You are not alone and it is something that you can help change for your practice by getting some education and support and there are a lot of places now in veterinary medicine where you can get that support.

Stephanie Goss:
We both are huge advocates of our friend, Nicole Clausen, who's actually doing a podcast with me that is coming up as well. She is an inventory super nerd and she's got a whole community on Facebook for the Inventory Nation and a place where people in veterinary medicine.

Stephanie Goss:
Because a lot of times the person who gets put in charge of inventory for the clinic is an assistant or a technician or somebody who just got handed this thing. They don't actually have any formal training. There hasn't been a whole lot of thought put into how do I train them, what do they need to know, why they need to know it.

Stephanie Goss:
And I can't tell you how many times every single practice that I have personally worked in where I have gone into and I have looked at those numbers where it hasn't been the case that there are charges that are not included and how those prices are factored and when you actually do the math where there are things where you're losing money.

Stephanie Goss:
And so I think that's a super important point. And I think not to look at it in a negative perspective but it's time to stop having the conversation about should we because the answer is hell yes. We should have 10 years ago.

Stephanie Goss:
And the question in my mind is how do we. And so you and I, when we have had these conversations before we both are very strong proponents of I don't care which pharmacy you use, you just need to have one because the answer there is that look, it needs to be the path of least resistance.

Stephanie Goss:
And every clinic is unique. You have different team members, you have a different team makeup, you have a different workflow from the practice down the street, you have different clients from the practice down the street. And at the end of the day, the way that you go about choosing your partner should include thought into all of those things and then you should be looking at what product out there because there are a lot of them now which is great.

Stephanie Goss:
When I started, literally proxy was the only option. We had one and you worked with what you had, and now there are a multitude of home delivery options for veterinary practices.

Stephanie Goss:
And so I think what you and I both try and encourage people to do is look at what is your workflow, what are your problems… Going back to the why. Why are you trying to do this? And what option out there is going to be the best fit for your practice? And the answer's going to be different in every clinic, and that's okay. That's why we're so glad that there are multiple options that work.

Stephanie Goss:
And then I think the other big question in caveat that you and I both encourage people to ask is what partner matches your values as a business? What partner do you feel like you get excellent customer service from that feels like an extension of your practice?

Stephanie Goss:
Because if I'm going to work with a third party partner, I want my clients to have the same kind of experience when they have to call customer support for a question, their pet won't eat the food or the product caused a reaction. Or they're trying to do a return because… whatever the reason is. I want whoever they get on the phone to feel like an extension of my own practice. I want there to be a similar experience.

Stephanie Goss:
And so again, because we all run our practices differently, each of the options out there for third party partners are going to have a different experience and feel. And so that should be part of the decision making process, for me, is what is going to be a natural extension of that process.

Stephanie Goss:
But this is where you go back to the why. Why are you trying to partner with somebody? Are you trying to outsource some of the duplicates? Are you trying to provide clients with additional options? What is the why and how does the partner that you choose serve that why I think is really important.

Jenn Galvin:
Yeah. When we looked into ours, I remember, there's a lot of options that will integrate with your software, of course. And we actually wound up picking something that didn't because we like the company better, they did a better job with customer service. We just felt like they would get a better client experience and we are trying to convince these people don't buy from these other places. We can have the stuff delivered to you and you're going to get great customer service and that's what drove us to pick the pharmacy that we ultimately went with.

Stephanie Goss:
Yeah. Yeah. I think the next question that was asked after that is do the pros outweigh the cons in the long run and I think we've talked a little bit about that. And again, I think our answer is a resounding heck yes.

Jenn Galvin:
Absolutely.

Stephanie Goss:
I think that's where we are and I think you bring up such a valid point. We need to be able to provide for our clients because if they're not going to get it from us, they're going to get it from somewhere else. And so we can control that. We can control that narrative but so many of us don't do a great job of self-promotion in this regard.

Stephanie Goss:
I see so many clinics who say that they have an online pharmacy when I ask them, “Well, how are you using it?” And they're like, “Oh, well, when a client asks us for something we don't have, then we fill it through our online pharmacy.” And I'm like, “Wow, you guys are missing a big opportunity here in a whole variety of different ways.”

Stephanie Goss:
I think it's interesting this email from this listener was they're getting pressure to outsource a lot of medications and I know that's a scary thought for a lot of practices.

Stephanie Goss:
I certainly had anxiety myself when I shifted probably about seven or eight years ago now the practice that I was in. We started shifting more of our product to our home delivery service because I was really trying to free up capital in the practice and I was trying to free up capital that was sitting on the shelf.

Stephanie Goss:
And so we as a doctor team and myself sat down and looked at what were we carrying and why we were carrying it and really tried to pare down some of what we had on the shelves because part of our why was we wanted to bring on more team members and as much as we all wish…

Stephanie Goss:
And I'm going to soapbox for a hot second here. I talk to my friends and colleagues in private practice and so many times I have knowing full well that I worked in a corporate practice, people would look at me and say, “Well, corporate just gives you the money to do things. You can pay the signing bonuses. You can pay your team more because you're a corporate practice.”

Stephanie Goss:
And I can't tell you guys how many times I looked at people and had to have the conversation about there is no magic NBA money tree that I went and shook or magic [inaudible 00:47:06] money tree that goes and gets shook and the money just falls out and the things happen.

Stephanie Goss:
The way that my budget worked in corporate practice was the exact same way that it works in private practice which is that it's a pie. And I decide as the practice administrator or my medical director and I decide together or my practice owner and I decide together how that pie gets divided up and it's no different in private practice than it is in corporate practice.

Stephanie Goss:
And so I think when we think about shifting that for online pharmacy, part of the goal with my doctor team and I was we wanted to hire more team members and we were at a place where we were really squeezed for that extra money and so we decided to take a hard look at what were we carrying and why were we carrying it and try and free up some of that capital because we were facing a state minimum wage increase.

Stephanie Goss:
I was looking at our team and I knew we wanted to add more team members and I also wanted to be able to increase the wages of the team that I already had. I calculated out what that was going to cost us and we were looking at $43,000 that we were going to have to shake out of a money tree and I knew that there was no money tree that I was just going to go shake. And so I was like, “How are we going to do this?”

Stephanie Goss:
And so one of the options I looked at is look, do we have stuff that we can eliminate and can we get this number down because if we can get this number down, then it's going to free up capital in other pieces of the pie that I can then reallocate to paying the team. That for me is a really, really strong example of a pro that far outweighs the con.

Stephanie Goss:
And I think the other big one for both of us is the understanding that not every single one of our clients is going to be able to take our recommendations at face value. We have done an incredible job in veterinary medicine I think over the last 16 years that I have been in practice elevating this standard of care and shifting and we've got more pets on preventative and we're doing more preventative education and we're addressing whole patient care and wellness care in ways that we never had before. And I think it's amazing.

Stephanie Goss:
I think that there needs to be room in the conversation for not every client that we work with is going to be able to, for a variety of reasons, not all of them that have to do with money is going to be able to take our recommendations. And so I think it's really important that we start to have a really serious conversation about how do we meet our clients where they're at.

Stephanie Goss:
This is where I feel like home delivery and online pharmacy for your practice absolutely makes sense and support that because now I have the capacity for my client who is a snowbird who now is in Alaska for the summer and needs their prescription. Well, I can let them go be seen at another practice locally and get the medicine from somebody else or I can let them order from an online pharmacy that is not mine, or I can say, “Yeah, no problem. Let me have it shipped to you and it'll show up where you're vacationing for the summer and not a problem. We'll see you when you're back in town for the winter,” because we've got the reverse snowbirds.

Stephanie Goss:
And same for you. You get the clients who come down for the winter and are in Arizona and enjoying the sunshine and you have the option to… You know that they might see a vet where they live the rest of the year or you might be their primary vet and you're providing services while they're there and you want the ability to continue giving them those products and services that they need when they're back home here in Washington for the spring and summer.

Stephanie Goss:
I think it creates an opportunity for us to start to have some of those conversations about how do we meet clients where they're at whether they need a lesser expensive option or a product that they started on when they lived in the South that covers things that… Parasites and things that they have there endemically year round that we don't have here on the West Coast or… Those are just some examples and they're easy ones. But I think that it's part of the bigger conversation about the pros outweighing the cons here.

Jenn Galvin:
I think part of that, too, and something that was very eye opening for me, number one, you get to be there for your client all year round from a pharmacy standpoint which is great, and we do. Our population goes up by like,000 people when we have snowbirds here so it's crazy.

Jenn Galvin:
But number two, I had a client and this was, I don't know, year two, I think that we were open and we were trying to sell her I think it was HEARTGARD and we sell it in either we have six-month boxes. That's how we sell it. So you can either get six months or you can get 12 months. That's what we have. And she said, “I can't afford that.”

Jenn Galvin:
I had this light bulb moment where it was like, “Oh, our online pharmacy offers a remind me where they just send a monthly dose to that client,” and that's such a more affordable option for that person where they're not having to shell out a 12-month fee of HEARTGARD spending over a hundred bucks. This lady couldn't do it. But once we sat down and I said, “Oh, you know what? Our online pharmacy, this comes right to your house, you give it to your pet so you're not forgetting to do that, which is a great feature of that. So the pet is getting better standard of care. And on top of that, you have to pay for it monthly instead of all out at one time.” And the lady was so ecstatic about it.

Jenn Galvin:
And so it's just a win-win and now we're not denying that pet a needed product because that client couldn't afford it. It's just something I never thought because for me, I'm like, “Yeah, you just buy six months and you do this thing.”

Stephanie Goss:
And it's so funny. I love that you use that as an example because I will tell you guys, I am that client, but in a different way.

Stephanie Goss:
My problem is not that I couldn't or wouldn't spend the money to buy a six-month or 12-month box. I am your stereotypical non-compliant preventative client because I, for the love of all that is holy, cannot remember with all the chaos in my life to give the dose when it's supposed to be given. I'll buy the box. I'll give like the first two doses and then the rest of that six or 12 packs will sit in the cabinet in my house and will not get given because life is a thing.

Stephanie Goss:
And I will tell you that very early on, I made the transition to similarly getting the remind me dose. It shows up once a month in the mailbox. I would go walk. I lost my dog in this last year but [Bird 00:53:53] and I would take a walk down to the mailbox and we would go get her dose and literally standing at the mailbox I would give her monthly dose because that was the only way that I could guarantee that it would go into her because otherwise forget it.

Stephanie Goss:
It was a game changer for me in terms of feeling like now I'm not lying to clients when I tell them I give my pet preventative monthly because it's actually a thing that's happening.

Stephanie Goss:
That's where I think I challenge us as colleagues to start to open our minds beyond the first thing that comes to mind which is we need to offer options because it's not affordable. I think that's a fantastic reason because we need to meet people where they're at and recognize that there are other reasons why people want things shipped to their home that don't just relate to the cheapest possible option.

Stephanie Goss:
I think unfortunately, there are a lot of us where that is the lens we have narrowed down and viewed home delivery and online shopping through is that we're just talking about the clients who want the bargain basement pricing and that's why they're shopping online.

Stephanie Goss:
I think we know that the reality is, look, we all get on Amazon and order stuff because I don't want to have to leave my house. I want to be able to at 11:00 PM when I remember, “Oh crap, I'm out of toilet paper.” I want to be able to order it and have it show up at my house. That's where we live now.

Jenn Galvin:
Yeah.

Stephanie Goss:
I think it's the same for our clients when it comes to what are they ordering and why are they ordering it.

Stephanie Goss:
I think the last question was do we fight for a bigger budget for our products. I think you and I talked already like don't you want to put that money towards something else and I think the first thing that came to both of our minds is let's put that money towards our team.

Stephanie Goss:
We're having these bigger conversations about wages and wage equality and how do we do more for our teams and how do we support people who stick with us and are there for us. A guy would way rather take some of that money that's sitting on the shelf in terms of inventory and buy things for my team, pay them more, buy new equipment, do those things. And when you start to look at your pharmacy as capital sitting on the shelf, it's fun to do some hallucinating and think about what else you could do with that money.

Jenn Galvin:
It sounds super nerdy, but for me, that's such a fun thing to think of if I had like X amount of money. If I got rid of some of these meds and I had the ability to still carry them on an online pharmacy, you're not taking anything out of your hospital that you can't give back to your clients. So it's not like you're like, “Eh, we're going to get rid of x-ray.” This is something that it's easy to figure that out.

Jenn Galvin:
But what you can do with that money? I've seen practices that they have actually been able to free up enough space getting rid of products to put in another exam room. You want to talk about profitability.

Stephanie Goss:
Yes, absolutely.

Jenn Galvin:
What could you do with that space? It's not even always about the money, but it's how much space is that stuff taking up.

Jenn Galvin:
When you're talking about a full shelf up front of pet food and preventatives and what could you do with that space.

Stephanie Goss:
I will-

Jenn Galvin:
Let alone, what's getting stolen [crosstalk 00:57:00].

Stephanie Goss:
I will tell you that although I'm not at the practice because I am not in full-time practice anymore but they are putting two exam rooms in the lobby in that space that previously had inventory just sitting on it and to your point, those exam rooms are going to generate revenue now for the practice in a capacity that far exceeds the $50 box of heartworm preventative or a hundred dollars box of heartworm preventative when we're generating an ACT of 250 or 300 bucks every time a client walks in that exam room. That's super smart.

Jenn Galvin:
And I think trying to figure out what are your team's pain points and trying to turn that into why are we making this shift can really be beneficial.

Jenn Galvin:
I think if it's, “We need more team members,” you can spin, moving product out to be able to generate the revenue to do that and free up that money, if it's, “Man, we don't have enough exam rooms. Our wait times are forever. Our doctors are sitting on their hands because they don't have another exam room to go into,” if you free up the space, maybe you can get another exam room.

Jenn Galvin:
If you can think of things that are a problem for your team and then turning that into the solution is exporting that stuff out of your practice, putting that on an online pharmacy, that's a great way to motivate them to be part of that transition, which is, I'm not saying…

Jenn Galvin:
It's scary, guys. We did it out the gate starting our practice and it was still hard because we had so many professionals that came from the dig in your heels, you don't migrate that stuff out of practice kind of places and it's hard. It's a hard transition. I'm not saying it's… Yeah. You just tell them, be excited about it and they're going to do it and it's going to be great. It's hard, but you can do it and you just have to find the reason why.

Stephanie Goss:
Yeah. Yeah. I think… As usually occurs with you and I, we get to talking and the conversation is so good and we could talk about this forever and I think we're at the wrapping point for today because I think we answered all the questions with yes, yes, and yes. And-

Jenn Galvin:
Let's just do it.

Stephanie Goss:
Let's start with the why and that's a big part of it. And I love the point that you just ended us on which is it's not only about why you're being asked to make the change and why would you want to make the change, but also what is the why in the practice, what are the pain points for the team, what are the pain points for the clients, what do you want to have more money for, why do you want to have more money in the practice, what could you do with it if you free it up, I think all of those things are great reasons to take a look at shifting to an online pharmacy if you don't have one.

Stephanie Goss:
And yet I also can see… I would love it for us to do a part two on this and talk about… You brought up the team and it's hard and change is hard. I think the plan of attack when I sat down and looked at this because usually Andy and I talk about headspace and then we talk about, “Okay, how do we actually tackle this problem?”

Stephanie Goss:
And for me, the tackling of it comes down to clients really don't care. At the end of the day, they really don't care what you carry or why you're carrying it. They just want you to tell them what they need and how they get it. And so that is a training issue all day long and we need to teach our people what to say and how to say it.

Stephanie Goss:
I could totally see you and I jumping on and doing a part two of this and really diving into that because that is its whole own separate thing. But the why, I feel like this has been really fun going back and forth and talking about some of the reasons why we need to do this. But I think the answer to all of the questions from Jenn and I is a resounding yes and I have had so much fun talking through all of this with you.

Stephanie Goss:
Jenn, thanks for being here with me today and for talking this through. This was fun.

Jenn Galvin:
Yeah. Oh, man. I love chatting with you any chance I get, so thanks for having me.

Stephanie Goss:
Of course.

Jenn Galvin:
And yeah, I'll be back if you want to discuss how to get your team to do this, I'll be back. You just have to say the word.

Stephanie Goss:
Sounds good.

Stephanie Goss:
Take care, everybody. Have a fantastic week and we will talk to you guys again soon.

Stephanie Goss:
Well, gang, that's a wrap on another episode of the podcast and as always this was so fun to dive into the mailbag and answer this question.

Stephanie Goss:
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 an unchartedvet.com/mailbag or you can email us at podcast@unchartedvet.com.

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

Written by Dustin Bays · Categorized: Blog, Podcast

Apr 13 2022

I Don’t Like My Boss’ Style

Uncharted Veterinary Podcast Episode 173 Cover Image

This Week on the Uncharted Podcast…

When your direct boss sucks the life out of you, what do you do? This week on the podcast, Dr. Andy Roark and Stephanie Goss are talking through a mailbag letter from a veterinarian who transitioned out of their old practice and into a new one. They love the team, the clients and the work. There is just one problem… the medical director has a polar opposite leadership style from our vet friend and it is sucking the life out of everything at work. Let’s get into this…

Uncharted Veterinary Podcast · UVP 173 I Don’t Like My Boss’ Style
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You can also 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.

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

Upcoming Events

May 21: Retain Your Team: Speak the Languages of Appreciation in Your Workplace with Tracy Sands

You can be the leader of a happier, more satisfied team, and it starts with understanding how each person in your practice feels the most valued.

Practice owner Dr. Tracy Sands is going to teach you about the languages of appreciation and how they can help you motivate, train and retain your staff in this 2-hour, LIVE workshop.

June 8: Creating Content That Clients Crave with Bill Schroeder

Many practices have heard that “content is king”, but few have systems in place that actually generate impactful content.

This extremely interactive session will explore the types of content that are most valuable, the potential impact of such, and proven methods for great content development.

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. When your direct boss sucks the life out of you, what do you do? This week on the podcast, Andy and I are tackling a letter from the mail bag about that exact topic. We have a veterinarian who has gone to a new clinic, loves the clients, loves the work, loves the team. There's just one big drawback and that is the new medical director, they have radically different styles of leadership. And our vet friend is really struggling to find a common ground with this new medical director and they are wondering when styles of leadership are complete, opposites within the practice and it creates tension, how do I manage this? Let's get into this one. And now, the Uncharted Podcast.

Dr. Andy Roark:
And we are back, it's me, Dr. Andy Roark and my co-host, my wingman, the one and only practice management goddess, Stephanie like paper and fire Goss, like paper and fire. Oh, how you feeling?

Stephanie Goss:
It's a good day. It's sunny here in western Washington for the first time in weeks so I cannot complain. How are you?

Dr. Andy Roark:
I am good. The spring is coming here in Greenville, South Carolina. I'm looking out into the trees in my neighborhood and they all have those green buds, you know what I mean? They are opening up. At first, they're just naked trees and then there's like this green haze and now they're not leafed, but the leaves are actively unfurling and I'm like, “Oh buddy, spring is about to explode.” The Uncharted Vet Conference is less than three weeks away.

Stephanie Goss:
I know.

Dr. Andy Roark:
It is coming down, it is sold out. We are cocked, locked and ready to rock it is going to be a great time with great people and I could not be more excited.

Stephanie Goss:
Yeah, I cannot wait. We have got a fantastic group that is coming together. It's just going to be so good. You and I know because we both have done some traveling and have gone to conferences so far this year, how good it feels to be with people. But there is something very, very unique about being able to be with our Uncharted family and I cannot wait. We've got some awesome newbies who I'm very excited about meeting who are coming to Greenville for the first time and people who are returning for the first time in three years and I cannot wait to see everybody. There's going to be lot of squealing in the lobby of the Westin.

Dr. Andy Roark:
Yeah, I agree. Think about all the people that we've met virtually over the last two years.

Stephanie Goss:
Yes.

Dr. Andy Roark:
And we talk to them a lot and we're going to see them for the first time, that's going to be amazing. Now, I can get super geeky about this, but I don't want to because it's sold out and I just don't want people to feel bad because it's sold out. So anyway, it's great. Sorry if you're not coming,

Stephanie Goss:
But you know what, if you miss the boat, you definitely should keep an eye on the website because we are going to open registration here in a few months for the virtual conference in October, we're doing Get Shit Done again and there's no better way to ease yourself in if you're like, “I don't know, I've heard these guys are really crazy, I've heard they're really loud and it makes me a little bit nervous.” There's no better way than dipping your toe in virtually and come and hang out with us in October before you come hang out with us next April.

Dr. Andy Roark:
You can just turn the volume down-

Stephanie Goss:
Exactly.

Dr. Andy Roark:
… if you want. All right, let's get into this episode here.

Stephanie Goss:
I am super pumped man, the mailbag has been on fire. You guys have been sending in stuff left and right and it is so much fun.

Dr. Andy Roark:
Honestly, we've been getting a lot of from the mail bag and man, it is good stuff. So I am really excited for episodes that we have coming up, really good stuff. I saw one pop into the mail bag a couple of days ago and they were like, “I listen to all your podcasts about this and I understand in my mind what I'm supposed to do, but I don't have the words to say it. Could you guys role play it or do things like that?” I'm like, you know what? I think we can.

Stephanie Goss:
I know.

Dr. Andy Roark:
So I saw that and I'm like, “We have not really done that before, but a 100%…” Whenever we do stuff where we actually role play a little bit or we make it sound like the conversation itself, I generally get emails from that when people are like, “That was so helpful. It's not exactly how I'd say it, but I needed to hear someone say it just so I could really get the vibe of what was going on.” So I thought that was a great question, it made me really excited.

Stephanie Goss:
Yeah. We've got a bunch of stuff coming up and this is one of those emails we got, and this is such a good one. This is a veterinarian who has moved into a new practice. They went from their prior practice, which was sold to corporate and felt like that was not the right fit after some time for them and so they have moved over to an indy, newer startup practice and they are super stoked. They're having a great time, they're loving the work, the clients are great, the team is fantastic, but there is a big drawback for them. And that is that the medical director is their polar opposite. They feel like the medical director seems to be a very reactive person and our writer describe themselves as very proactive and kind of calm. The medical director seems to be very unenthusiastic and that is probably the thing that is stressing this doctor out the most.

Stephanie Goss:
It feels like all the suggestions and ideas from the team are really met with negativity unless they're coming from the medical director themselves. Then of course it's the greatest idea in the world. And there's not a whole lot of praise for the team, the leadership style seems to be really focused on highlighting mistakes, highlighting errors, asking for corrections and this doctor is really struggling because their style feels like the opposite.

Stephanie Goss:
And so when they are trying to engage and direct the team and that style is present and it's radically different from the medical director, it is creating tension between the two of them. And so our writer is asking, “How do I or we manage this relationship and this person to have a better outcome?” And I just thought that this was such a great one, because there are so many different leadership styles and it is not uncommon to be in a situation where your boss is different from you and you got to figure out how to make that work.

Dr. Andy Roark:
Yeah, definitely. Oh, definitely and there's two pieces to this too. There are different leaders styles, and then there's also being a bad boss, those are different. At some point you're like, bad is not a style. If that's true, then I have my own style of basketball that is like, “No, I'm just not good at it.” Some people play fast, some people set up and very strategic, I flail around. It's not a style, it's a lack of skill. And so anyway, I'm not saying that's what the boss has, but let's call a spade, a spade here from the beginning and say, sometimes it's a style difference. And style differences can be wildly frustrating. It's just, it's not how I would do this or it's not how I like to be communicated with.

Dr. Andy Roark:
And I'm not even saying the person's not effective, they may be… The worst thing in my mind emotionally is when the person is hugely effective and their style is not mine and I'm like, “Ah, I can't even console myself with the fact that they're not good, they are good and I don't like it.”

Stephanie Goss:
That's a good story.

Dr. Andy Roark:
And so that's even worse. So anyway, those are not the same thing we'll say at the beginning and so we will start to parse those things apart because they are important. The point I'm trying to make here right off the bat at the beginning is, bad bosses are not bad, they're not bad. They're either different or they're struggling. And let's be honest, a lot of us got into leadership roles because nobody else did it. We were there and they needed a medical director, or we were the most senior person and that's how they decided who would be the head technician and that's how the person got there. They're not generally a jerk. I don't tend to a meet bad people who are bosses, bullies, things like that. I know they exist, but they are in the vast minority.

Dr. Andy Roark:
Most people are doing their best. Nobody trained them on how to be a good boss or a good leader, or it's not in their natural skill set or things like that. And so the first thing in all of this is start from a place of compassion, realize that people are probably generally doing their best and it's easy to roll the person and the behavior together and say, “This person is unenthusiastic and they're reactive and they don't care.” and you go, “No, this person's probably a good person who's trying to run a vet hospital and do a good job. They have behaviors that are frustrating or counterproductive.” And if you can just do that simple little surgical procedure of separating the person from the behavior, that's the first step and one of the most important pieces in actually being able to work with this person.

Stephanie Goss:
Okay. So separate the behavior from the emotion too, that is a hard piece of it, and I think that's that falls right too where we usually start when conversations are going to be hard, which is that emotionally we have to get ourselves into a safe head space and we have to be able to live out our safe acronym. So our S which stands for, can I sit next to this person?

Dr. Andy Roark:
Yeah. Can I smile at them?

Stephanie Goss:
You're giving me this look like, is she going to remember what they stand for?

Dr. Andy Roark:
No. I was like, are you passing this to me or are you like, which is… And am I supposed to come in with the answer here? No, you got it. Safe is, can you sit next to this person? Can you smile at them? And if you are too triggered to sit next to them and smile at them, then this is a bad time to have this conversation, don't do it. You can talk to them tomorrow, write it on your calendar for next week so that you don't forget, so you're going to hold yourself accountable, you don't have to do it right now. I think a lot of people are like, “If I don't say something, I won't say something.” If you can't sleep on it and still decide that this is worth having the conversation, then you're are probably coming from an emotional place and that's probably bad.

Dr. Andy Roark:
A is assuming good intent. That goes back to what I was talking about before. I don't suspect that your boss is trying to undermine the practice or trying to make people miserable, he or she is probably just struggling to communicate effectively with you and, or with the rest of the team. F is, well, here is my fault. How have I set this person up to fail? And have you communicated the best way to work together? Have you communicated how you like to communicate with people, set expectations? Have you communicated what you need to do your job effectively or to feel included so that this person knows? “Oh, I need to loop this person at this phase.” Or, “These are the types of communications that make this person feel valued.”

Dr. Andy Roark:
And if I haven't given that information or we haven't discussed, “Hey, let's talk about how you and I can work together in the best way possible.” maybe I haven't shared enough with this person to make them successful. And the last thing is, E is what is the end result? What do you want in this? Yeah, what do you want the outcome of the conversation you're going to have or this ways of working approach? What do you want that to be? And I think that takes us really nicely into setting realistic expectations.

Stephanie Goss:
I think for me, where it starts is sitting back and thinking, “Where are you trying to go? And the end result is really important here. And for my pre-work, I would start with E and work myself backwards from there, thinking about, when somebody moves into an independent startup kind of environment, there are some people that fall into that. There is also a type of person that is attracted to that independent, fast moving, growing environment. There are challenges with entrepreneurship that come there and so if you, as an associate doctor are attracted to that because you want to be a part of creating something new from the ground up, that's a conversation that has to exist outside of your head. You can't just want that and not share that with the other leaders in the practice, including the medical director.

Stephanie Goss:
And so for me, I would start with thinking about what is the end result? What do I want out of this? Why did I join this practice? What am I attracted to? If you want to be able to actively engage in helping lead the team, in being a role model for the support staff, you can do those things without permission, that it's not about needing someone's approval to do those things, but it is about creating an environment where you can work together as a team, because for most of us, that is what we want.

Stephanie Goss:
And for most of us, that conversation exists in our head. And so for me, the safe part of it is taking some time to figure out what is it that you actually want from this? And then working your way backwards. I would say you have set yourself up to fail and set the other person up to fail if you haven't had that conversation.

Dr. Andy Roark:
Yeah.

Stephanie Goss:
And so thinking about what do you want? And then thinking about it a little bit from a clean slate perspective, even if you've been working with this person now for 12 months, there's no reason why you can't say, “Hey, I've been doing a lot of thinking about this lately and I would love to have a conversation with this about you. Can we carve out some time to sit down and talk about this one on one?” Or whatever that looks like.

Dr. Andy Roark:
I want to put my finger on something that you said as an example of the importance of setting expectations. Because when you said this is a small, fast moving, independent practice, and you can change things and you want to grow things and you want to do things like that, I think you and I have that expectation about what it means to be an independent practice. But I think there are other people who very much have the expectation of, I want to be in an independent practice because I don't want to have outside pressure or downward pressure about meeting growth targets or meeting sales goals or things like that.

Dr. Andy Roark:
And I a 100% understand not wanting that, but if your expectation is, “We are at a small, independent practice because we want to grow, and be nimble and try new things.” and their expectation is, “We're a small, independent practice because we very much like the way that we do things now and we like to move at our own speed.” that's a recipe for disaster at least until you get your head around, “Oh my expectation for why we're in this place and your expectation are wildly different.” And now I've got some options and eyes wide open, I can try to collaborate with you. I can stop doing what I'm doing and just go, “Okay. Well, I guess that's how it is here, because that's what the medical director wants.” or I can leave and say, “This is not my expectation of what a small practice should be, I hate to leave. I love the clients, I love the culture, but I'm not going to be happy if I feel like I'm stagnant and that seems to be what is in store for me here. And so I'm going to pick my poison.”

Dr. Andy Roark:
So anyway, when I come back to setting expectations, I think that's really it. Is like, what does this person want? Where are they trying to go? What do they care about? And just start to grasp those and say, well, if their expectation is, “We're staying still, we're treading water, I better get on board with that or I better figure out what my other options are.” The other part of expectations is, what is in your power and what is not in your power. And I can tell you that was one of the hardest lessons for me as a young associate vet, is to work in a practice and come slamming into the wall and realizing that there's things that I wanted or ways that I wanted to do things and that was not going to happen.

Dr. Andy Roark:
The people above me, the leadership structure that was in place, they did not like that I idea and they did not want to practice that way. And they didn't care that what they did, in my opinion, was wildly inefficient or frustrating every day that I saw it happen. They were like, “Nope, we heard you, we understand.” I can be negative and say don't care or I can say they did their math, which I am not privy to, and they know things that I don't know and they have concerns that I am wildly unaware of. And so when I take the most positive view on it, I don't know what all they weighed in their decision. But ultimately their decision was-

Stephanie Goss:
We're moving in a different direction.

Dr. Andy Roark:
Yeah, we're going in a different direction. There is peace and acceptance. And part of acceptance is saying, “I have the power to work with my staff on the ground. I have power over how I engage with my technicians and the front desk and the assistance every day and how I treat them and how I talk to them and how I work with them up to the point that I'm allowed to have that flexibility and that control. I have power in how I treat the clients. I have power in how I practice medicine. I have power in how I behave and how I present myself. And all of those things, I have power in.” If that's not enough, and sometimes that's not enough, then we start to have real conflict here.

Dr. Andy Roark:
And so expectation is, what is in my power and what is not in my power. And once I recognize these things, these three things over here that I care about, they are not in my power, that is the first step in acceptance and saying, “Well, I need to either accept these or I need to go somewhere else or I need to work to change what's there.” But you got to recognize what's in your power and what's not. And the last thing is, you got to have realistic goals. So when you said we have to have these conversations and decide what do we want? And I'm like, “I want us to be best friends.” That's probably not going to happen. If your ways of communicating and leading are radically diametrically, opposed to the person who's there, if your expectation, if your endpoint, if your goal is, “We are going to be the best friends and we are going to see eye to eye.” I think you're probably going to be disappointed.

Stephanie Goss:
Sure.

Dr. Andy Roark:
I think realistic goals are to say, “Okay. I'm working with someone who's very different than me, they see things differently than me, they lead in a way that's not exactly how I would lead. And if I can just recognize I am going to always have to be a little careful about how I communicate with this person, I'm going to have to practice patience because the way that they're going to approach things is just not how I would approach things. And I'm going to have to learn to accept that and be okay with that.” A realistic goal of, we are going to have a functional work relationship and respect for each other, that may be the best goal that you can set. Functional relationship, respect for each other. We might enjoy each other in non-work capacity or talking about non-work subjects.

Dr. Andy Roark:
And if you get to that point, that's not failure. That can be a 100% functional success. But if your benchmark is, we are great friends and they talk to me the way that I like to be talked to, and they make decisions the way I think they should make decisions, I think you're going to continue to be frustrated. So you've got to get your head on what is realistic here and decide if you're okay with that. And, that sounds hard and when we start talking about realistic expectations, the last place and head space that takes me, is setting realistic boundaries.

Dr. Andy Roark:
And you see how these sort of things all dovetail into each other of what is the end result you want? Okay, what is realistic? Okay, given what is realistic, what are the boundaries that I have to set? Because this situation can suck the life out of entrepreneurial can-do people. If you're like, I cheerlead, I leave in my heart, I'm excited, I love it, I want to jump in, do stuff, change things, try new things and you have a direct boss over you who just shuts that stuff down again and again and again and again, it can bleed the life out of you. It can make you feel hopeless and it can make you feel terrible. And I feel like I'm being very negative on the boss and there's two sides to every story.

Dr. Andy Roark:
And again, there are much more measured people who are not the enthusiastic people and they're not wrong and they're not bad, they can be great leaders. In fact, a lot of people like myself at a younger age, very much needed to be reigned in so I didn't exhaust every everyone.

Stephanie Goss:
Totally.

Dr. Andy Roark:
A 100%. You're like, still today.

Stephanie Goss:
Sometimes we have to bust out the shock collar, it's fine.

Dr. Andy Roark:
Yeah, that's exactly right. And anyway, you have to set personal boundaries which means… And I hate to say this because you guys know how much I love vet medicine and I love practicing and all, being in practice, I love being part of a team, there a 100% have been times in my career when I have had the mantra in my mind, “This is just a job. This is just a job.”

Stephanie Goss:
Yeah.

Dr. Andy Roark:
Or, “This is not my practice. This is not my practice.” And I feel like that can be more important in an independent practice because theoretically it could be your practice. You're like, “Well, it's an independent… I could be the medical director and then we would make these changes.” but having the mantra, this is just a job or this is not my practice. Those don't have to be toxic, negative things, they can be words of affirmation-

Stephanie Goss:
And super healthy.

Dr. Andy Roark:
Yes. I agree, super healthy. That's my big thing is don't be afraid to set those boundaries and just say, “What are the must haves for me in this job?” And if I have all the must haves and I like my clients and I like my team, then when it comes to dealing with management or making changes, I'm going to repeat to myself, “This is just a job. This is not my clinic.” I'm happy to share with you what I think, I will give you honest feedback, I will listen, I will honor the decisions that are made, but I am not going to beat my head against the wall trying to make changes that are not going to be received or they're not going to go forward or my input is not going to be appreciated. I'm going to set that boundary for myself of, I'll put it forward and then I'm going to let it go.

Stephanie Goss:
I think the thing that's important is if you do set that boundary can be very, very healthy to say, “This is just a job for me. I'm okay with this, it is what it is. I'm going to do my best.” I will also say that the hard work then falls to you to maintain that as a healthy space and not let it become toxic. And I say that is really hard because I like you, have been in a situation where that was the case. I was at a point in my life where it was like, it has to just be a job, because I have to let go. It's unhealthy for me to feel like I've in conflict all the time and so I'm just going to let go and I'm going to show up, I'm going to do really good work, I'm going to do my job and then I'm going to go home and I'm not going to worry about the rest of it.

Stephanie Goss:
And it's very easy to let your thoughts and even your actions become negative when there is still existing conflict over time. It's very easy to maintain in that space for a short period of time and keep a super positive, happy, healthy attitude. And I will say that when you are picking your poison and you're thinking about the way that you want to proceed in the long term, know that the head space work here in terms of positivity is going to fall to you. Because if you're not actively participating in work to help this other person grow in ways that will help better the relationship with you, the healthy, positive head space work is going to fall to you. Otherwise, it can very easily switch over that line to negative. “Well, I don't agree with what they're going to do so they can just do whatever they want.” That is the unhealthy and it's really easy for our mind to switch over into that unhealthy place very quickly.

Dr. Andy Roark:
Yeah. I completely agree. So I want to add one more personal boundary, because it's important. Remember that you cannot change anyone. You cannot make anyone be who they don't want to be, you cannot make someone grow, only they can change themselves. And so if you're going back to the realistic expectations and setting healthy boundaries, you can work with people, you can give them feedback, you can talk to them, you can support them, but you cannot make them change. And if they don't want to change, that's not on you, that's on them. And I love that you said this takes muscle to say, “I am going to detach from my need for control here and step back and say, ‘Not my circus, not my monkeys.' But I am not going to become negative, I'm not going to become fatalistic. I'm not going to become resentful and undermine what is going on here.” And I think that you have to hold that mental space.

Dr. Andy Roark:
There's a couple things that not allowed in this head space, in my mind. Number one, you are not allowed to detach and then become toxic. You are not allowed to detach and become resentful because if you are resentful, then you are in the wrong place. Life is too short, you it to go through exactly one time. I don't know why it's happening right now, I have a number of friends who have very severe physical ailments, cancer survivors, people like that, going through chemotherapy in my life and it just seems to be happening a lot.

Dr. Andy Roark:
And boy, it is really made clear to me you get to go through this life one time and nothing is guaranteed. And if you are resentful at your job or you are miserable, you are too valuable and your time is too valuable and you need to go somewhere else and do something else that will make you happy. And so it is your responsibility to hang there but two things you're not allowed to do. Number one, you're not allowed to be there and be resentful. That's not okay, you deserve better for yourself. And number two, you are not allowed to martyr yourself. And you and I have a podcast, is one of my favorite podcasts that we've done, it's something like, I can't remember what it's called, but it was about, I can't quit because I protect the staff. And it was about someone, they were a manager and they were in a practice they thought was toxic and they were like, “I am miserable, but I can't leave because I don't want to leave my staff behind unprotected.”

Dr. Andy Roark:
And I said, “That's not allowed.” You're you're not allowed to be a martyr, you're not allowed to give yourself to this organization, to sacrifice for other people. Nope. You have to take care of yourself, you have to take care of your family. You're not going to do anyone any good if you're burned out and broken down. And so you can be there and figure out a balance that works for you with good boundaries and a good head space and some acceptance, or if that's not possible, there's no shame in that. But you need to recognize that acceptance is not working, that you are becoming resentful and then you need to take care of yourself.

Stephanie Goss:
I love it.

Dr. Andy Roark:
Cool.

Stephanie Goss:
Is there anything else that you can think of from the head space perspective?

Dr. Andy Roark:
No. I think that's a good breakdown of kind of how I think about these things. I think we should take a break and then come back and let's talk about how we actually navigate these waters? How do we make our lives better?

Stephanie Goss:
Love it.

Dr. Andy Roark:
Hey, Stephanie Goss, you got a second to 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. Like 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 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 shorthanded, everybody is drowning in phone calls and so 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 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 Goss:
Hey everybody, I'm just going to jump in here for one minute and say a few thank yous before we get back to the podcast. First of all, I am headed to sunny Greenville, South Carolina in about a week actually, when this episode comes out and I cannot wait to spend some time with some of my best friends and some of the people who are going to be joining us are our Anchor Gang sponsors. And I have to give a huge, huge, special shout out and thank you to our friends at CareCredit, at Hill's Pet Nutrition and Nationwide, we absolutely could not make our live events happen without their support. And so from every single attendee and our Uncharted team, from the bottom of our hearts, I want to thank you guys for your support, we couldn't do this without you and I can't wait to spend time with all of them and our attendees in Greenville.

Stephanie Goss:
Andy and I are both so excited to have everybody get to town and join in the fun because we are finally going to get to meet some people that we have spent the last three years face to face over the internet with and it is going to be awesome. There is going to be a lot of squealing in lobby at the Westin Poinsett in just a week. And I also have to say thank you to our friends at Banfield, they deserve a huge shout out of appreciation as well because they have stepped up to the plate in a big way for 2022 for us. They are helping Andy and I make the podcast more accessible to the entire veterinary community by providing transcripts for every episode of both the Uncharted Veterinary Podcast and the Cone of Shame Podcast for the entire 2022 year.

Stephanie Goss:
This falls right into their wheelhouse of striving to increase accessibility and inclusivity across the veterinary profession. To check out the transcripts, if you know somebody who would benefit from being able to read our transcripts versus hearing accessibility of the podcast, head on over to the blog. You can also check out more information there about equity, inclusion and diversity at Banfield, the address is unchartedvet.com/blog, you'll find every episode transcript in order, along with more information about E, I and D at Banfields. And now, back to the podcast.

Dr. Andy Roark:
All right, let's jump back into it. Let's get started here, let's take some action steps. What are the tools in the toolbox to try to improve this situation where the medical director is reactive as opposed to proactive, where they seem to suck the energy out of ideas? Where they generally sort of seem to turn off the employees. How do we help this person? How do we help this situation?

Stephanie Goss:
Okay. I think it starts with having some conversation with that person. And for me, there's three big steps that are solution steps that fall into kind of the head space realm before I ask them to have that conversation. It is really easy to look at someone whose style is radically different from you or who acts a way that is very different than you and interacts with the team very differently than you and focus really on the negative. When we talked in the head space section about embracing the positive and so for me, that starts with trying to get myself into a good head space about it. And so the three things that I would say to start with are, I would spend some time observing their team.

Stephanie Goss:
And what I mean by that is everybody has a rock star or a person, even if we try to not play favorites, everybody has someone that we just click with really well on the team generally. And so I would look at the team that they work with regularly, and I would look at what works really well between them. Whether it's one tech that always works with them or who just knows how to get it done for that doctor. I would look at what is going well and I would also look at what are the things that that person or those people are struggling with to get yourself some concrete examples of things that they are doing well.

Stephanie Goss:
Because if you're just focused on the negative, the conversation is going to stay in the negative. But if you're trying to focus on the positive and get some concrete examples of, “Okay. Look, this is something that they do really well with some of their team. And so how can I draw that out and bring it across the rest of the team as a whole, or translate that into how they work with me?” So looking at the way that they interact with the team, what are some of the things that are working well? And then what are some of the things that even the rock stars on your team struggle with, with this doctor?

Stephanie Goss:
And then the second piece of it for me is really head space work for you or yourself, which is look, you have to accept that their weaknesses and their flaws are going to be much bigger in your head than they are in actuality. Because the reality is when we are struggling with someone, we have conversations in our head and we blow things out of proportion, even if we think we're being perfectly rational about it.

Dr. Andy Roark:
Yeah.

Stephanie Goss:
And so really taking some time to look critically at some of the things that they're doing and ask yourself, is this really as bad as I'm telling myself it is in my head? Because the reality is there are lots of things that is probably out of proportion. And so trying to do the head space work to bring it into proportion and say, what are some concrete examples of things that I can actually be concerned about? And the flip side of that is shifting now focus then to the positive. So what are those strengths? How do I shine a light and call out the good behaviors, the things that they are doing well, how do I focus on that so that I can try and get them to repeat that behavior?

Stephanie Goss:
Where can I find the positive reinforcement? And so all of that is mental games, mental gymnastics for me that I need to do before I sit down and have a conversation with them, because if I have done those things, then I generally on a personal level have a capacity to bring much more of a positive head space to a conversation and I'm much more likely to be able to be safe when I say it down to have this conversation with this person.

Dr. Andy Roark:
Yeah, I love that. And I want to expand on that because I think that's so smart and I think it's really good. We have, what's called negativity bias, which is just the way that we're made and we're wired, is we tend to remember the negative things. The things that we don't like, we definitely remember. The things that we do like, we just kind of overlook. We don't even think about them and then we go on. And so I think a great idea for getting ready for this is what are the good things this person does so that we can throw those in and we can be fair to the person. The other thing is just in an ongoing fashion, this is just good communication, good managing up, positive reinforcement is your friend. Is when this person engages in a way that's positive, when you guys are on the same page, celebrate them.

Stephanie Goss:
Yes.

Dr. Andy Roark:
Just let them know that you felt really heard. “I appreciate that you really seem to consider this idea and that meant a lot.” And yeah, that's the slow game, that's the long game, but it costs nothing. And I think a lot of times when we are working up the chain of command, we forget that positive reinforcement works great up the chain, which means when your a medical director or whatever, when they make the call that you like, when they move in a direction you think is positive, positively reinforce that. Don't just not say anything and because they don't know how you perceive that. So yeah, I thought that was really great. I think you're doing a good job of being fair to the person.

Dr. Andy Roark:
And again, separating the person from the behavior here and go, “Hey, it's not that this person is bad or this person is awful to work with, it's that they have these behaviors that I don't like, and I want to parse out what those behaviors are. And I also want to parse out the behaviors that they're good at.” And that feels like a very fair, good, healthy conversation space. I really like that. I like the idea of trying to understand what this person cares about and what they're trying to do. This is seek first to understand. And so when I talked before, I said I worked at this place and I was super fired up and I ended up not feeling like my ideas were being taken seriously or people didn't care, and I kind of had to put up those boundaries to be fair to them. I don't really know where they were trying to go or what they were trying to do.

Dr. Andy Roark:
Especially, these are easy conversations when you come into a new place or you're just starting to work with people, it feels very casual. You can definitely do it later on, but basically having a conversation and just saying, “Hey, I'm thinking about the future and I'm kind of wanting to understand sort of where the practice is going and what's important to you guys. And I want to be supportive of you and make sure that I can be a good work colleague and help you get where you want to be. And so can you tell me what your main objectives for the hospital are in the next year? Are there programs that you're excited about? What does success look like? What do you most hope to accomplish in the next year or two? When you think back to what's happened in the recent past, what are you most pleased with? What are you most excited about?

Dr. Andy Roark:
And all of these things serve two purposes. Number one is they help me to understand who is this person and what do they care about? And are those cares compatible with what I care about? And a lot of times I'll get on board with whatever you want to get on board with, I have to believe we're moving forward. And there's a big difference in me saying, “This is maybe not the priorities that I would choose, but priorities have been chosen and we are making forward progress.” versus, “Priorities have not been chosen and we are not making forward progress.” Those would be very different experiences for me.

Dr. Andy Roark:
The other reason I want to have those conversations too, is because these are going to provide context for the ideas that I'm going to propose. When I go and I talk to this person about changes that we want to make, or things that I think that we could grow or develop, I'd like to know what their objectives are and what they're excited about and what they're most proud of, because then I can talk to them about what's important to me in a way that matches up with what's important to them. And now I'm building some commonality, “Hey, this is what's good for me. It also matches up with where you want to go. This feels like collaboration territory. Welcome to work together town.” That's what it seems like to me.

Stephanie Goss:
Sure.

Dr. Andy Roark:
But if you don't know those things, then you don't have that insight to the person and you also don't have that ability to build proposals that hit their objectives as well. And so I think that's just a good part of that conversation.

Stephanie Goss:
Yeah. I think that's great. Some of this is going to be hard because when you are polar opposite… I love the context that you gave for like asking them what do they care about, because then you have the ability, like you said, to frame the things that matter to you in the context of what matters to them and try and find that commonality. And when you get into some of the in depth conversations and start talking about how do you want to work together and how to try and build those bridges, they're hard conversations because it is emotional.

Stephanie Goss:
And the reality is if you're in a clinic where the medical director is your “boss” and you're in a hierarchy structure, you are managing up. And so for me, I love listening to your point and hearing that information. And I think when it comes to the hard parts of the conversation, what has been really, really helpful for me in terms of learning how to manage up is to prepare myself a little bit and do some mapping for hard conversations. What that looks like for me is thinking about kind of a formula, and over the years, I've developed a way to make it comfortable for me. And you have to make it feel comfortable for you otherwise, it's just going to sound like you're reading a script.

Stephanie Goss:
But for me, it has been about, okay, I want to balance the facts with also the emotions and how I feel. And where that often gets us into trouble is that we lean too much into the facts and we don't have actually bring up how we feel, or we lean too much into the feelings and then we get in trouble because then we get pissed off or we let our upset come out and then we're yelling at our boss, that's never a good thing. So for me, when I think about that piece of it, I try and think about how can I map this conversation so that when we get to the point where we are talking about working together and things that I need from them, I have a plan for how that conversation goes.

Stephanie Goss:
And so for me, I usually start with asking them for help, because when you ask someone for help, I have never had somebody not immediately take it down a few notches, even if they're upset about something. So for me, it's about, “Hey, I need your help.” When this thing, and this goes back to having those concrete examples and observing their behavior, when I tell the team to do X and you in front of everybody, tell them to do Y and you're giving them a concrete example that they can visualize, that they can see and hear in their own head, then this is what happens for me, this is my reality and I tell them. “I feel embarrassed. I feel like you are making me seem like I am not a valuable member of the team.”

Stephanie Goss:
This is where you have to think about how does this make you feel? And using I statements are really important here, and tell them, this is the impact of that to me on a personal level, and then ask for what you need. “I need us to work together. I need us to be a united front in front of the team. So in the future, if you disagree with something that I'm doing, can you pull me aside and have that conversation with me privately versus voicing that in front of the team? Would that work for you? Because you may still do exactly what you're going to do and disagree with me and that's okay as long as I don't feel like I have been embarrassed in front of the team, and that's how that makes me feel. Would that work for you?” Right?

Dr. Andy Roark:
Yeah.

Stephanie Goss:
Doing that kind of mapping for myself in my head helps me be able to kind of walk that middle ground between, this is a hard conversation. I know it's going to be a hard conversation. It helps me manage my feelings, particularly because I'm one of those people where I tend to hit the mad button, it's the Irish in me. And I lean into that and I have to reign it in and so for me, walking through these conversations, not rehearsing it, not practicing it so that like I said, it sounds like I'm using a script, but really in my brain getting clear about what exactly about this is bothering me and coming from a concrete example, helps me manage up because then I'm asking them for something tangible.

Stephanie Goss:
And it's really hard when I do that… Even somebody who is emotional in the moment, if you ask them for help, if you give them a concrete example, if you tell them why it bothers you or what about it is frustrating or angering or upsetting, whatever emotions you're tying to it and then you ask them for help, I have never not had that conversation at least go decently. It may not go spectacularly, a lot of times it goes way better than you think, but it may not go spectacularly, but at least it's always gone decently for me and that really helps me move through some of those hard conversations.

Stephanie Goss:
Because to your point earlier on when we were talking about head space, we've got some choices and we can choose to disengage and we still have to stay positive. And so some of that positivity comes from having some of those hard conversations. Like, “Hey, I need us to work together. And here's some things that I need.” You have to ask them for that, that's part of that managing up relationship, is navigating some of those harder conversations.

Dr. Andy Roark:
Yeah, I agree. And in having those conversations, I guess the last part that I would put in these conversations, learning to say no gracefully is an important communication leadership skill that generally doesn't get taught.

Stephanie Goss:
Yes.

Dr. Andy Roark:
And so when you're having these sort of hard conversations especially when you're working with your boss, you can say no, you just need to know how to do it. And so there's sort of three different ways that I tend to say no gently.

Stephanie Goss:
Yes.

Dr. Andy Roark:
The first one is from improv comedy that I love and do, it's yes and. And so when the boss says, “I don't think we're going to be able to do this.” And I'll say, “I hear that we're not going to be able to do it and I think that maybe later in the year, there could be a real window where we might be able to circle back because we had talked about doing these other things and maybe we could do it together at that point later on.” And so I'm going to say yes and agree with what I'm being told and not but, because but is a barrier word. When I say yes but, what it really means is…

Dr. Andy Roark:
We've all been trained that when someone says something, but something else, “Andy, you're a really great listener, but…” I just disappeared from my brain whatever you said before the word but, because I'm like, “That's fluff, now you're going to tell me what you think and we're going to talk about.” And so, “Andy, you're a great listener and I look forward to us working on your personal development program so that you can continue to grow in these other ways.” And you go, “Okay, great. I hear that.” Same thing, there are going to be things instead of having barrier conversations, instead of saying no, you can say yes and, add in what you need.

Dr. Andy Roark:
“Hey, Stephanie, I need this by the end of the week.” and you can say, “Yes, I understand this is important and what would you like me to deprioritize so that I can get that done because my calendar right now is really full.” And people are like, “Oh, you can do that?” You can totally do that. You can say, “Yes and what would you like me to put on hold to make this happen?” And that is a 100% reasonable. The second one is the basics of disagreeing. And the way that we disagree, the first thing again, is say something positive. And so they'll say, “Hey, I need you to be seeing more appointments in a day.” And you can say, “Yeah. You know what? We do have a lot of clients that want to get in. I'm staying late every night so how can we get more clients in given the time constraints that we already have? What does that look like in your mind?”

Dr. Andy Roark:
And so say something positive and then ask them a question and then see what they say and then engage from there. And so, “Andy, I need you to get more appointments done in a day.” And I'll say, “I totally hear that. I know that we're shorthanded, I know we've a lot of clients that want to get in and we don't want clients to be stuck out in the cold. And my question for you is given that I'm already not getting out of here until a half an hour past the shift, how do you see this happening? Where are our changes in efficiency that are going to make this possible?” And then just put it back to them in that way.

Dr. Andy Roark:
And then the last thing is summarizing and reframing. So it's, what I hear you saying is this and I'm going to say it back to them and then I'm going to present it in the way that I sort of see it and say, “Okay, I see what you're saying. Here's the challenge that I see us ahead.” And so now I have agreed with what you said, you know that I listened to what you said because I said it back to you, and now I have a question about how we're going to go forward or I'm going to look at this in a different way, from my perspective and say, “Great. From the perspective of the doctors, how does this happen?” And put it back to them like that and those are all very similar.

Dr. Andy Roark:
Basically the pattern that you see is agreement and showing that I understand and I heard what this person said and then coming back generally with either an addition, adding to what they said or giving them a question that illustrates my point or my position on the challenge that I'm facing and letting them wrestle with it a little bit to see where I'm coming from or validating what they're saying, and then sharing with them my perception of what the problem is to see if I can get them to engage with it in that way that's most relevant, I guess, to my priorities.

Stephanie Goss:
I love that. And it's funny while you were talking through that section, I was actually thinking about some hard conversation that you and I even had this last week that modeled this pattern. So if you guys are wondering what actually happens, this is real stuff. And even Andy and I put ourselves through this and it works because we had a moment where Andy was really mad at me for something that I had done during a team meeting and he was frustrated and I was also frustrated because I didn't feel heard, and we use this pattern. And it's so funny because as you were talking this, I was like, “Oh look, our conversation afterwards followed this exact model.” And the end result was we both were just like, “Oh, okay. Now we see where the other person is coming from.”

Stephanie Goss:
Like, it could have been the kind of thing where obviously I would've probably been ticked off and in a snotty mood for the rest of the day because of that kind of interaction before but literally, as soon as it happened, we both were messaging each other and within five minutes had had this conversation hashed out and both were in a place where I feel like we both felt like, “Okay, we can see where the other person is coming from. And even if we were still feeling emotions because it doesn't always dissipate right away, we could see a path forward to how are we going to work together to solve this problem.” And so that for me is the best possible course of action here because we do have to pick our poison.

Stephanie Goss:
And so for me, having the ability to have those hard conversations and manage up is so critical because if you can have that conversation and you can feel heard and if they can feel heard, there is always potential that someone can change. But I think your point that you made really early on was a good one which is that we can't make them change, we can't want it more than they do, it is not our practice and so at the end of the day, we need to be able to find acceptance and peace.

Stephanie Goss:
And so on a personal level, if you can have those conversations, if you can feel heard and if someone chooses not to do something with it, for me, that's where I can sleep at night because I'm like, “Look, that's on them not on me. I have engaged in the process, I have spoken up, I have listened, I have participated and I still can't change it. And okay with that because now I either can be okay with it and continue on because I've decided it doesn't matter enough or I can be okay with it and I've decided this is not something that I can continue on with and so I'm going to pick my poison.”

Stephanie Goss:
And maybe that means leaving or changing my position or whatever the end result may be, but I can be okay with that because I have worked through that hard work. And I think that's the kind of stuff that you don't learn how to do and the hard conversations, you can learn how to have conversations with your peers, we don't often learn how or practice, how to have those conversations up with our bosses. And it is just as important if not more important, I feel like.

Dr. Andy Roark:
No, I agree. And I think also that's part of a healthy work environment too, is that there are going to be times that you don't agree with people. And especially when people care a lot and they're really working hard, their feelings are going to get hurt or they're going to take things personally and-

Stephanie Goss:
That was a 100% in our conversation.

Dr. Andy Roark:
Yeah. And the goal should not be that no one ever gets frustrated or that things don't ever get tense. I don't think it's possible to do something that people care about without there being some frustration or conflict. And we talked about there's healthy conflict and there's unhealthy conflict and the goal should be healthy conflict where you say, “I don't agree with what you did or I don't agree with what you said or how you said it or this is how I felt when I heard that.” And then we talk about it, and we go back and forth and we say, “I understand that you felt this way and I understand why you felt this way and this is why I reacted that way. Had I known A, I probably would not have said B.”

Dr. Andy Roark:
And you said, “Yeah. Well, if I had known C, then I wouldn't have said A that way.” And then you go, “Oh well, there we are. Thank you for talking this through with me.” And you go, “Okay.” And then we go on with our lives and that's… But that's what good teamwork looks like. It's not sunshine and rainbows and happiness all the time, sometimes it's tense conversations where both people end up feeling heard and then they go on with their lives. And they're like, “Well, that's it.” Sort that out and it's not a thing anymore. And so anyway, that a great example. Steph, that's all I got.

Stephanie Goss:
Yeah. This was fun, I think. This is a hard one and the thing that I can say last to wrap us up I think is, it's really important to have a sense of community and so lean into that. Lean into your team if you are our mail bag writer, you might be in a place where you lean into your team and the good relationships that you do have and that might be enough. Sometimes we have to look outside of our team and connecting with people who are having similar struggles or challenges or who know what it is like or who have the perspective, and that's one of the things that I love most about Uncharted, is just being able to float those moments or questions out to a community and say, “Hey, here's what I'm struggling with. Does anybody have any suggestions for how I can approach this?” and be able to talk through some things is so, so valuable, I feel like.

Stephanie Goss:
And so finding your people, especially if you are in a position where you do feel a little bit isolated because of challenges or just the nature of your position, because wherever you're leading from within the team, it can be hard to be a leader.

Dr. Andy Roark:
Yeah. No, I agree. Well, thanks for doing this with me, I appreciate it.

Stephanie Goss:
Yeah. Have a great week everybody, take care.

Dr. Andy Roark:
Yeah. Everybody, take care.

Stephanie Goss:
Well, everybody that's 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 podcast 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 Dustin Bays · Categorized: Blog, Podcast

Apr 06 2022

I’m the Boss Now, Can We Still Be Friends?

Uncharted Veterinary Podcast Episode 172 Cover Image

This Week on the Uncharted Podcast…

When you become the boss, can you still be friends with your team? This week on the podcast, Dr. Andy Roark and Stephanie Goss are talking through a mailbag letter signed “Another Lonely Manager”. This manager transitioned from being a tech to being the boss and they are struggling with two questions – Can you expect to continue to be friends with your co-workers when you are promoted and become their boss? And how do you deal with feeling like a lonely leader at work? Let’s get into this…

Uncharted Veterinary Podcast · UVP 172 I'm The Boss Now, Can We Still Be Friends?
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You can also 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.

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

Upcoming Events

May 21: Retain Your Team: Speak the Languages of Appreciation in Your Workplace with Tracy Sands

You can be the leader of a happier, more satisfied team, and it starts with understanding how each person in your practice feels the most valued.

Practice owner Dr. Tracy Sands is going to teach you about the languages of appreciation and how they can help you motivate, train and retain your staff in this 2-hour, LIVE workshop.

June 8: Creating Content That Clients Crave with Bill Schroeder

Many practices have heard that “content is king”, but few have systems in place that actually generate impactful content.

This extremely interactive session will explore the types of content that are most valuable, the potential impact of such, and proven methods for great content development.

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 diving into another letter from the mailbag. We got a letter from another lonely leader. This is a manager who came up from the floor and has transitioned into the boss role and they are feeling a little lonely at the top. They are wondering, can you continue to be friends with your coworkers after becoming promoted and becoming their boss? More than that, how do you deal with these lonely feelings?

Stephanie Goss:

Man, this resonates. This is something both Andy and I have experienced and struggled with at points in our career. We're going to share some personal stories with you along with rolling this out as we do from a headspace and plan of attack perspective. Let's get into this one, shall we? And now the Uncharted Podcast.

Andy Roark:

We are back. It's me, Dr. Andy Roark, and the one and only Stephanie. (singing)

Stephanie Goss:

Oh, fantastic. I always love it when you sing for us. How's it going, Andy Roark?

Andy Roark:

Some of them, I'm like, “If I just say it, I'm on the outside and I'm looking in, it doesn't convey the emotion.”

Stephanie Goss:

So much better when you sing.

Andy Roark:

(singing). My favorite one to sing, it's not Michael Bolton, but the guy that sounds like… He's like, (singing).

Stephanie Goss:

Can you please go to Uncharted Karaoke?

Andy Roark:

Oh yeah. I will sing comedically all day long. I will not sing anything that actually attempt to carry a tune. I can't carry a tune a bucket. Oh. But I will 100% do bad impersonations.

Stephanie Goss:

So fun.

Andy Roark:

Singing other songs. Michael McDonald, that's who it was.

Stephanie Goss:

So fun. So fun.

Andy Roark:

(singing) Okay. People are like, “Why do we get this podcast?

Stephanie Goss:

What is happening? We're back.

Andy Roark:

If you ever wonder what the Uncharted staff meetings are like, this is what they're like. All right. I'm just kidding. We're high-performing, high-functioning adults.

Stephanie Goss:

Until Jamie's like, “For the love of all that is holy, can we please get back on topic?”

Andy Roark:

No, that's the real truth of it, is we are surrounded by high-performing, high-functioning adults.

Stephanie Goss:

And we are not.

Andy Roark:

And we've empowered them. That's exactly what it's. All right. That's it. That's really the whole secret. All right. Let's-

Stephanie Goss:

So fun. So fun. This episode is going to be fun. The mailbag has been on fire. First of all, I want to say thank you to all of you guys, because our listeners have been just shooting off emails to the mailbag left and right, which is amazing. We have got some good stuff. We got an email from another lonely leader, which is so good and I am so excited to break this one down with you today.

Andy Roark:

I love a lonely leader email. I'm like, “Yes, let's do this.”

Stephanie Goss:

It is lonely at the top. This is from another lonely leader. They have been commiserating recently with a fellow manager about how they are feeling excluded from feeling a personal connection with the rest of the team. The manager started out as a technician and then still in the beginning of being a manager, worked on the floor regularly. So they were still seen as a technician by the rest of the team, even though they were the manager.

Stephanie Goss:

Over the last couple of years, they have moved into a true manager role and are not on the floor. At the same time that has been happening, they have had some team turnover. And so, now the manager's long-time friends have been replaced, to a degree, with a lot of new coworkers. And so, in the past, this manager was always included when people went out for drinks outside of work, or went out for dinner after a long day. Now that they are not working on the floor and they are in just a manager role, they're not invited when the team is getting together outside of work.

Stephanie Goss:

And so, the question was, can you expect to be friends with your coworkers when you get promoted and become their boss? And how do you deal with feeling lonely and a leader at work?

Andy Roark:

Yeah. Oh, man. I-

Stephanie Goss:

I thought this was such a great one.

Andy Roark:

This is a great question, and I've gotten this a number of times in a lot of different ways.

Stephanie Goss:

Yes.

Andy Roark:

I have strong feelings and thoughts on it. I'll just say up front, they are maybe a bit controversial and I understand that. The first thing I will say is, every clinic is different and we all make different decisions. But I will show you some scars and I will tell you some stories. I will tell you why I think what I think and why I recommend what I recommend.

Stephanie Goss:

Fair. I like it. I like it.

Andy Roark:

Yeah. I don't even know how to necessarily break this part into headspace and action steps. It's almost like a philosophy sort of thing.

Stephanie Goss:

Sure.

Andy Roark:

Let me start with some headspace.

Stephanie Goss:

Okay.

Andy Roark:

And then we'll do a plan of attack. But this is probably more headspace than actual action steps.

Stephanie Goss:

Okay.

Andy Roark:

Okay. Let's put cards on the table so that people can look at the reality of the situation. And so, the first card I'll put down is I'll say, hey, we spend a lot of time at the vet clinic with people. In fact, we spend probably more than 40 hours a week, especially as practice managers, practice owners. We're there a lot.

Stephanie Goss:

Yes.

Andy Roark:

And we want to have good relationships with our staff. We want them to trust us. We want them to see us as a friend. We want them to believe in us and to be comfortable around us. We want them to enjoy being at work and us treating them well and making them feel included. That's part of making them feel good at work. When we go to work, we want to work in a happy place. We want to work in a place where we feel included, you know what I mean, where we have some relationships and some connections to people.

Andy Roark:

And so, that's true and we need to put that on the table and look at it. The second thing we have to put on the table and look at is, there is a power differential between the managers and the employees. And as much as we like to pretend it's not there, it is there.

Stephanie Goss:

Yes.

Andy Roark:

The fact that you could give this person a raise or cut them from their job and put them on unemployment, that's real and they know it. You have a hat on your head that says, “I can fire you.” I know you don't want that hat, and if you do want that hat, you're probably a jerk and you should change. You should change your… Yeah, that's not a thing you should [crosstalk 00:07:32]-

Stephanie Goss:

If you want to wear that hat-

Andy Roark:

If you want to wear that hat, you should probably not have that hat. Someone should liberate you of that hat. Because most of us, we don't want that. It's not how we want to be seen. But there is some credibility to the idea that it is there.

Stephanie Goss:

Sure.

Andy Roark:

And whether you do like it or not, that is real. We have different jobs and I think that's just an important thing to put down. And so, when we start to say, “Hey, can I be friends with these people?” I think that's the first question, right? Can I be friends with these people? Do you agree with that?

Stephanie Goss:

Yes.

Andy Roark:

Okay. Part of it, and I said I've gotten into hot water with this before, so here we go, is I've learned to say, “How do you define friendship?” I tend to say we should be friendly with the staff and the people who work for us. We can care very deeply about these people. But it really does come down to, how do you define friendship?

Andy Roark:

If you're someone who says, “I define friendship as, when you're my friend, I have got your back and I would never let you down,” then what I would say to you is, “Well, that's a hard spot because what if you're their boss and they send you a text that says, “I drank too much last night. I'm not coming in today.” You go, “Oh.” Are you their friend now? Are you going to be like, “Hey, yeah, you and me are cool. I won't tell anybody.” Or are you going to be like, “This is not okay”? What if your friend-

Stephanie Goss:

I'm laughing because I 100%-

Andy Roark:

I know.

Stephanie Goss:

… had to go through that scenario early on in my young managing career.

Andy Roark:

Actually, that's what popped into my head, because you have a great story of being the young manager and people are like, “Woo, Steph, Todd went on last night.”

Stephanie Goss:

They were still drunk and needed to be picked up because they knew they shouldn't drive. They called me and said, “We know we have to be at work. Can you please come get us and drive us so we can change and then go to work”? It was a really crappy position because I was like, “Okay, I'm going to go.” So I drove and I picked him up, and I'm evaluating in my head and I'm thinking, “All right. They can't still be drunk, right? They made a good decision. They walked to where they were. They needed a ride. They didn't have a car. I'll go pick them up.”

Stephanie Goss:

They got in my car and I could smell the booze coming off of them. I was like, “You cannot come to work.” I would be a failure at my job if I let you come to work today and had to navigate those waters of having that conversation and saying, “Go home. I will take you home, take a shower, sleep it off. I will see you tomorrow and we'll have a conversation.” It is hard, hard, hard, hard thing to navigate having those conversations.

Andy Roark:

Yeah. Could you tell your friend that you're not going to give them the raise that they thought they were going to get? Could you sit your friend down and do a performance evaluation, with your friend? Again, a lot of it comes down to, how do you define your friends? I need to make that really clear. It's like, I care so deeply about my employees. I mean really deeply, but I have to have a personal boundary there too to say… Do I treat them like friends? Of course, I do.

Andy Roark:

Do I care deeply about them? Yeah, I care as much or more about them than I care about people I do define as friends. But for whatever reason, for me, in my mind, I have to define my relationship with them differently, because I have to balance their needs against each other. I don't want to pick favorites.

Stephanie Goss:

Sure.

Andy Roark:

I don't want to have one of my employees is my friend and the other employees not, because that puts me in a hard place and it opens me up for charges of favoritism. I go, “Well, I don't want people to have those thoughts.” Yeah. There's a lot of downsides to me being one of the buddies or one of the friends. And so, again, I don't like conflict. It is just a thing about me. I want to balance all the things and that's a personal line for me that I had to step back from and saying, “I have not been able to think of the people that I directly lead as my friends,” and make that work out in my mind where I felt okay about it, and it didn't get me into trouble.

Stephanie Goss:

I agree and I disagree with you.

Andy Roark:

Yeah, yeah. It's hard. Yeah, go ahead.

Stephanie Goss:

You and I are both in the same camp. My style as a manager is that I am for friendly with my team, but I generally do not have friends. I don't consider my work friends in the same way that I would consider friends outside of work, meaning that while I might do social things in a group setting at work, like I'm not going to go out to the movies or go to the bar with people that I work with other than an organized work function. That's just my personal preference.

Andy Roark:

Sure.

Stephanie Goss:

I have friends who are managers, who are the total polar opposites, who consider some of their team members their best friends. I will say this, I believe really and truly that the dynamic always changes-

Andy Roark:

Yes.

Stephanie Goss:

… when you shift from a peer role to a management role, always without exception. There is always a dynamic shift. I do think that you can stay friends. However, I think that that requires excellent communication skills and very strong boundaries. Generally, those are two very difficult things to possess, and they are skills that take a lot of practice. And so, for most people, they go through a period transitioning from peer to boss, of going through difficult experiences where they learn about the shortcomings of their own or their counterparts, communication skills boundaries or both.

Stephanie Goss:

And for a lot of us, it winds up in the place where we are hurt, or we have a dissolving of friendships. And so, that was me. I tried, and for quite a few years, remained good friends and I would even say best friends with some of my colleagues or my peers, even after I was their manager. Then I went through a period where I had to make decisions and lead things that were not popular and tell them things that they didn't want to hear and have those hard conversations.

Stephanie Goss:

“You're not performing the way that I need you to be,” and have the disciplinary conversations, or the salary conversations or the, “Hey, I am suspending you. I'm going to drop you at home. I'm glad you called me and I'm glad you didn't drive drunk, and I really do appreciate that. You're suspended. Stay home for the next three days and then we're going to have a conversation about this when you come back to work.”

Stephanie Goss:

Having those hard conversations led me to a place where, on a personal level, my choice is I am friendly with my team and I have firm boundaries for myself. I generally don't socialize as social friends with the team members that I work with. That works for me. I also have respect for friends and for people who choose to live that differently and continue to be friends with their team. I will tell you that it does require excellent communication skills and boundaries, because the dynamic always changes.

Andy Roark:

Yeah. There's not a right or wrong way, although there are definitely ways that expose you to a lot more risk. One of the things I heard recently that actually blew my mind is you and I have… I think they'll be fine with me sharing names and stuff, but you Jen Galvin and Erica Cartwright are partners that own a practice. From the outside, it seems to be a great practice. They are two of my favorite people, and they are in such lockstep. I've done it for five years through Uncharted, working with them in their practice.

Andy Roark:

Jen especially has done some and teaching and lecturing with us. She's so smart and so sharp. I can't say enough good things about both of them. They were so tight, and they wear… They've come to Uncharted dressed as the dumb and dumber, blue and orange tuxedos. If anybody remembers those. I love them so much. We had our first ever practice owner summit in December, which was just practice owners, and those guys were there.

Andy Roark:

We were sitting and talking and everything, and they mentioned that they don't hang out outside of work. I was like, “What? You guys don't hang?” They were like, “No, it's just, we've decided it's better for us if I… We love each other at work. We hang out with each other. We are a lockstep. We work hard. And then we've been able to be such good partners because we go home and don't interact. We put our stuff aside and give each other a break from each other.” I thought that there was a lot of wisdom in that.

Stephanie Goss:

They do stuff together as a team.

Andy Roark:

Yes.

Stephanie Goss:

Their team socially interacts and engages regularly. They take their team on trips. They do stuff together and they have that sacred space of, we're going to go home and we're going to… They do do things together and have some social aspects to their relationship. They have really great communication of like, “I'm going to go home and I'm not going to talk to you for the next three days, unless the world is truly on fire because I need a break from you.” I respect those healthy boundaries so, so much,

Andy Roark:

Well, even not getting to the point where it's like, “I need a break from you.” It's, “If I don't take these breaks, then I will get to a place where I need a break from you.

Stephanie Goss:

Right. Right.

Andy Roark:

And if I do take these breaks, I will show up excited to see you and work together.” It's funny. I think you put your finger on one, which is the guaranteed shift you're going to see when you go from working with peers to managing peers. I agree with that. I think that there's also a shift that happens for sure with practice size. I think that when you're running the one to three vet practice and you've got 20 employees or less, you can probably be friends with everybody, you know what I mean? And it seems a whole lot easier.

Andy Roark:

But once you cross that threshold of about probably 20 employees, there's going to be people that your personality doesn't match up with, or you're going to have enough people who are vying for opportunities and things that there start to be some politics involved and friendship in politics. Friendship across the power dynamic, and politics, those things together, I think that make it exponentially harder. I think you see this a lot less in the bigger practices.

Andy Roark:

I can't prove that. I don't have research to back that up, but that has been my experiences. When you have a small practice, everybody works together, communicates, huddles together. You tend to build and maintain those relationships. And then, as the practice grows, it gets a bit harder. Favoritism becomes something that people look for a little bit more and it makes a difference. Again, you and I, we talk so much about our management philosophies, and we talk a lot about picking your poison.

Andy Roark:

We talk a lot about management and leadership being the ability and the constitution, the fortitude to make hard decisions. There's often you're making choices that don't have a great answer. You're choosing between two-

Stephanie Goss:

Crappy choices.

Andy Roark:

… unfavorable options.

Stephanie Goss:

Yeah.

Andy Roark:

Yeah. You just are, and that's I think probably why the Uncharted community comes together and why the listeners on the podcast come together. It feels good to know that you're not the only one who's making hard decisions and making these choices. It's hard for me in relationship management to make unpopular choices and have the people affected by those choices be… I don't know, to feel like I have the responsibility of friendship to those people.

Andy Roark:

I can care very much about them and still make the unpopular decision or the hard call and say, “I know you're not going to like this decision, but I'm going to make it.” I think in your mind, the way you think about your relationship with the people that you lead, I think it's very important. Again, I try to avoid military metaphors or things, but I have a friend who went to officer training school. He's in the Marine Corps and went to Afghanistan.

Andy Roark:

We talked about it. In officer training school, they don't hang out with the troops and they don't eat with the troops. They eat with the other officers. The reason is because, hey, at some point, things might go badly and I'm going to have to make hard choices. And I don't want to be connected as a friend. That doesn't mean that they don't care about their people. The opposite is true.

Andy Roark:

But I don't want to push it that far in vet medicine, but I do think, to me, knowing that I don't like making unpopular decisions, there is some level of that too of, I don't want to be so tightly intertwined with people that my choices affect their life. For example, your best friend's a technician and he makes $17 an hour, and you have the ability to give him $1.50 an hour raise. That's a significant thing in his life, and you have that power.

Andy Roark:

If you're his friend, then it seems obvious that you're going to say. But that's not how this works because that means someone else doesn't get that raise and we need to look at, what is our system for deciding these things? Anyway, there's all these strings. I hope that makes sense when I say that the fact that you have… If we never had to make unpopular decisions, if we never had to pick priorities over other priorities, I think it would be a whole lot easier.

Andy Roark:

But the truth is, ultimately, especially as you go down the road and you grow a business, you have to make those calls. I think you can have very healthy relationships with people that you care a lot about, but just the way that you categorize those in your mind, that's important.

Stephanie Goss:

There's two other things that I think are really important. I agree with you 100% because we're going to make decisions that are not popular. I honestly love that you brought up the military reference because it's true. When you're a leader, you have to evaluate people, situations, performance, sometimes really quickly or under pressure, and equality matters.

Stephanie Goss:

It does not go well for anybody when there is an environment where equality doesn't matter in the workplace and where favorites are played, and there is that internal, “They are biased. They like this person better than me. This person got $1.50 an hour raise and there's no transparency as to why.” That never works out well for anybody. And so, I think that there is a significant value in that reference that you gave and I love it.

Stephanie Goss:

The other thing that I want to say is, look, it's totally normal to feel rejected. It sucks. When you're used to being included, and you're used to being part of the party, and you're used to everybody saying, “Hey, we're not going to leave without Stephanie. Let's help you get your work done so we can all go have drinks at the bar,” the first time, the first 10 times that you're in your office and you come out and all the lights are off and you walk outside…

Stephanie Goss:

This was me. We literally had a Mexican food place right across the street from one of my practices. The whole front of the building was glass. I came outside and the clinic was totally dark. I walked outside and I could see everybody sitting together at a table having drinks and dinner. I felt so left out and so rejected. And so, I want to normalize that for you guys because it sucks.

Stephanie Goss:

It sucks the first time. It sucks the tenth time and everywhere in between. That is normal. It's going to feel crappy and it's okay to feel sad about that. Or any other emotions that you might feel, angry… They're all valid emotions. And so, again, this is where I'm going to be vulnerable and say, “One of the best things for helping me succeed at making that transition and continuing to grow in feeling good about the choices that I have made as a leader and as a boss is going to therapy.”

Stephanie Goss:

And so, I took my ass to the therapist and talked through those emotions and said… It really hurt. I did not want to go back to work the next day and face them because I felt so… I was sad, but I was also angry. I was like, “Really? You guys left me out? This really sucks.” And so, being able to work through that is really important. And so, I have to normalize that for a hot second.

Stephanie Goss:

The other thing I think that I see from a headspace perspective, that's really, really important to consider, and this can be a soapbox for us, and so I think we have to be careful here from a time perspective. But one of the things that has shifted dramatically now is that social media and smartphones have connected us in a way or unlike anything we have seen before. And when I started managing almost 20 years ago, that wasn't a thing like.

Stephanie Goss:

I was connected with my university friends on Facebook. I didn't know anybody else on Facebook. That was what we used it for. I didn't know what the rest of my team was doing outside of work, unless I called them on their phone at home. And if they weren't in their house, I didn't talk to them. I could page them and maybe they would call me back, and I'm totally dating myself here. But the reality was, unless we were actually physically in the same space, I didn't know what was happening.

Stephanie Goss:

One of the things that I see a lot of managers struggle with now, is we are so connected and a lot of us are connected by our phones, by social media, by text messages. It is really easy for two things to happen. One, it's really easy for you to feel more left out because you're seeing and hearing things that are happening, that you wouldn't have seen or necessarily heard about otherwise.

Stephanie Goss:

You also are knowing more about what is happening in your team's personal lives in a way that you didn't necessarily before. I mean, let's be real, the OR has always been a confessional room and there's always been dirty secrets shared in surgery, but the reality was it was like those were where you had the deep conversations. Then you didn't hear about all of that drama as much as, “Hey look, I just opened Facebook, and oh, hey, Sarah called out sick today. But look, here she is sitting on a beach with a drink in her hand. What the hell?”

Stephanie Goss:

We have access to that kind of information. That alone has dramatically shifted the dynamics of people being friends with their boss. That's a position I've been in where I've been friends with somebody or friendly with somebody and have been connected with them on social media, and I find out things that I didn't need to know. It's connecting us in ways that we never had before and in a timeframe that we never had before.

Stephanie Goss:

There's 24/7 access to each other and it never was that way when you had to be physically in the same building for those connections to happen. And so, I think it's important to it to have that conversation about what we are facing now as managers, going through that shift, is radically different than what it was like when I first started, and that's a hard place to be in. So I think it's really important to normalize that as well.

Stephanie Goss:

That's the devil in your pocket, comes from that connection on social media, because you will find out things that you didn't necessarily want to know. It can be a good thing and it also can really add to complicating factors in the relationship. So I think it's important to look at that.

Andy Roark:

Yeah. I know. I completely agree with that. Yeah. I completely agree. To be honest, the last couple of years, social media connections with people at the clinic, staff and things, I learned more about people's politics than I wanted to know. I learned more about their entertainment taste that I wanted to know. And lots of other things that I go, “I did not need to know this.”

Andy Roark:

There's also, you and I have talked before about hiring and things, and there is a right to privacy. It doesn't matter what I think. What I think and what is the law are not the same. I think if people put things out into the world for public display, then employers should be able to look at them because they were put out into the world of free volition for public display. But that is not what the law generally says.

Stephanie Goss:

Look at you getting your gold star today.

Andy Roark:

I know. Was like but-

Stephanie Goss:

Your HR gold star.

Andy Roark:

That's not the rule, and no one asked me what the rule was and my magic wand doesn't work. You go, “Surely there's no downside to me even looking at this,” and I go, “I have to tell you, there actually is.” Anyway, we'll talk about this when we talk about some action steps. But honestly, social media is something to consider, especially if you're having these feelings of loneliness, is is this connection helping you? We'll circle back to that.

Andy Roark:

But before we take a break, I just wanted to share a story similar to yours. The story that I remember, similar to yours, going out and everybody's across the street, the Mexican restaurant. I remember, I wasn't even the boss. I was an associate vet, but I was starting to travel and speak more and do more stuff. I had cut my hours down at the clinic to part-time. And so, I was working at the clinic like two days a week, maybe two and a half days a week. It was like two days and every other Saturday, something like that.

Andy Roark:

I'll never forget the first time that I'd come in to get something at the practice and there was a doctor's meeting going on. They were just getting started. I wasn't there for the doctor's meeting, I was there for something else. Then they looked at me and then they closed the door and I was on the outside of the door.

Stephanie Goss:

Ouch.

Andy Roark:

Yeah. It wasn't that it hurt. I don't know. It was poignant. It was deeply poignant.

Stephanie Goss:

Sure.

Andy Roark:

It was deeply poignant because I was now out of the inner circle because of my frequency being at the practice.

Stephanie Goss:

Sure.

Andy Roark:

But I just want to tie that back to what you were saying and say, impermanence is part of our life, is the only constant is impermanence. For when we come back and talk about action steps, the idea that you are now in a different place and your world is different than it was before can cause an existential crisis. I think a lot of us have that moment of the door closing, of seeing our friends across the street, and it dawns on us that we're not the person that we were before, even if we feel the same way.

Andy Roark:

But let's be honest about our lives. Most of us feel the same way we did when we were 14, or when we were in college. But people don't see us the same way and we're not the same way. But everyone kept waiting for some magical event where they're like, “Now I'm a grown up,” and they were shocked it never came. So you see these external things that give you clear signs, like, oh, the past is passed and the page has turned and you're in a new chapter. A lot of times you're like, “I don't know what this chapter is.” And it feels like history has been cut off or taken away from us.

Andy Roark:

And so, anyway, I just wanted to validate that and say, “Yeah, I think a lot of us have that moment where we realize that we're not in Kansas anymore.

Stephanie Goss:

Not the same, yeah.

Andy Roark:

Things are not the same as they used to be.

Stephanie Goss:

Yeah. I love that. I think this is a good spot. Should we take a break and then come back and talk about some action steps?

Andy Roark:

Yeah. Let's do it.

Stephanie Goss:

All right.

Andy Roark:

Hey, Stephanie Goss, you've got a second to talk about GuardianVets?

Stephanie Goss:

Yeah. What do you want to talk about?

Andy Roark:

Man, I hear from people all the time that are overwhelmed because the phones never stop ringing.

Stephanie Goss:

Yes.

Andy Roark:

And I'm sure you hear from these people as well, like, “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.

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 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 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?”

Andy Roark:

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

Stephanie Goss:

Okay. Okay. Okay. It's time for read a break in here and make sure that you know about an upcoming event that you are not going to miss. Mark it on your calendar, Saturday, May 21st from two to 4:00 PM Eastern, which is 11:00 to 1:00 PM Pacific. We have got a workshop from Uncharted founding member and our friend, Dr. Tracy Sands. It is, Retaining Our Team, Speaking Languages of Appreciation in your Workplace. You know that feeling when you have done something that you thought was really nice for somebody on your team, giving them an extra weekend off, a holiday bonus, a pizza party, done a coffee run, and yet you're hearing rumors that people were not excited about it, and certainly not your level of excited about it?

Stephanie Goss:

Have you ever wondered how people could not feel appreciated by what you're doing for them? You're not alone, and that's where this workshop comes in. The truth is there's no single strategy to make your team feel appreciated and engaged as a whole. Every person has their own appreciation language. And a lot of them, especially in veterinary medicine, have nothing to do with gifts or food. Trace is going to teach about the languages of appreciation and help you unlock figuring out how to motivate, train, and retain your team.

Stephanie Goss:

It's a two-hour workshop. It is live and interactive. You're going to really enjoy this. You can get on board. It's $99 for members of the public. So if you're not an Uncharted member, you can still attend. If you are an Uncharted member, it's free, but you do have to register. So head on over to unchartedvet.com/events and you can find the registration information. Again, it's Saturday, May 21st from 2:00 to 4:00 PM Eastern, 11:00 to 1:00 PM Pacific. You're not going to don't want to miss this one.

Stephanie Goss:

Real quick, before we get back to the podcast, I just have to say a few thank yous. First of all, I have to give our friends at Banfield Pet Hospital a huge shout-out of appreciation. They stepped up to the plate this year for Andy and I, and really the veterinary community as a whole in a big way. They are helping us make our podcast more accessible to the entire veterinary community. They're helping us provide transcripts for every episode of both the Uncharted veterinary podcast and the Cone of Shame Podcast for the entire year.

Stephanie Goss:

It falls right in Banfield's wheelhouse of striving to increase accessibility and inclusivity across the veterinary profession. If you know someone who would like to access the podcast and hasn't been able to because we previously didn't have transcripts, send them to unchartedvet.com/blog. And if you would love to check out more information about equity, inclusion, and diversity at Banfield, you can head on over to the blog too. You'll find every episode transcript along with more information about E, I, and D at Banfield.

Stephanie Goss:

Lastly, I want to say, this is certainly not a last but not least moment. I want to say thank you, a huge, huge thank you to our anchor gang sponsors. We are heading to Greenville, South Carolina in just a few short weeks and we're having our live April conference. We would not be able to do our live Uncharted events without the support of our sponsors. We have some amazing anchor gang sponsor this year and they deserve a special shout-out.

Stephanie Goss:

To our friends at CareCredit, at Hill's Pet Nutrition, and nationwide on behalf of the entire Uncharted community, I say, thank you. We couldn't do it without you. I am so looking forward to spending time with all of you in Greenville. Now let's get back to the podcast.

Andy Roark:

All right. Let's start to unpack some action steps. The original question we got was, how am I supposed to feel and what am I supposed to do when everyone goes out for a drink and I don't get invited, and I feel like I'm on the outside? Yeah. Do you want to go ahead and start what steps we're going to take?

Stephanie Goss:

Yeah, totally. This is very much coming from my own experience, obviously. It's colored by that, because I went through feeling like it's very lonely as the boss. And so, when I sat down and started to think about, how do I attach this? I think the attack, for me, starts with acknowledging the dynamic shift. Regardless of whether you are going to try and stay friends with your peers or not, acknowledging the shift that has occurred is really, really, really important.

Andy Roark:

Publicly acknowledging or just for you?

Stephanie Goss:

I think both because… The reason that I say both is because I think you have to acknowledge it for yourself, first and foremost, knowing how you feel about it and just saying, “I am the…” I remember going through this period of like… It was disbelief. “I don't feel like the boss. I still feel like the same person I was yesterday.” That took some mental work for me, to realize like, “Oh, wait, I am in charge. I am the responsible grown up in the room now.” That is a shift that really takes some mental energy to work through.

Andy Roark:

Yeah, no, I'm still shocked by that, when I'm like “Who's in charge here? Oh-

Stephanie Goss:

Wait, it's me.

Andy Roark:

Oh, it's me.”

Stephanie Goss:

Right. It's totally true. I think if you do want to stay friends with your peers, I think it is equally, if not more important, to acknowledge the dynamic shift out loud to each other and have a conversation about, “Hey, look, this is a thing that actually has happened, and here's the impact that I can see. How feel about this? What are you seeing? How can we work this out?” Because I said in the beginning, the only way that you can stay friends is if you have really strong communication skills and really strong boundaries.

Stephanie Goss:

And so, for me, it starts with acknowledging the dynamic shift for yourself, but also acknowledging it with the people that you are concerned about staying friends with, or worrying about losing those friendships.

Andy Roark:

Okay. You're going to have to walk me through the second part here. “Now that I have risen above you all, I would like to point out that I am the boss and have the ability to fire you at my leisure. Let's go around the circle and you can all say what you think of me.”

Stephanie Goss:

Oh, God.

Andy Roark:

Yeah. I 100% agree with the personal identity. Help-

Stephanie Goss:

Are you sure [crosstalk 00:40:23]?

Andy Roark:

I'm asking you honestly.

Stephanie Goss:

Okay.

Andy Roark:

Help me understand. What does that look like when you're like, “All right. Just so you all know, I'm the boss.”

Stephanie Goss:

No. For me, what that looked like was, “Hey, I'm feeling a lot of anxiety about this. I am recognizing that we are really good friends. And to this point, we have approached the bosses and management together as a united team. And now I'm in a position where I value your opinion and I respect it, and I still have to learn how to work to manage together with our practice owner,” or the leadership team or whatever that structure looks like in the practice.

Stephanie Goss:

“I am worried that there may be conflict of interest. I am worried that you might tell me things that I feel duty bound to share. I am worried about…” For me, there was a whole list of things that came top of mind of like, “This is what I'm feeling anxiety about.” And so, it was just saying it out loud. I'll just say, sitting down with Sarah and having a conversation, “Hey, Sarah, this is stressing me out. I just need to talk through this with you, because I respect you and I respect our relationship, and our friendship means so much to me. And I want to keep our friendship. I need to talk through this.”

Stephanie Goss:

And so, it wasn't a, “I'm going to sit on my throne and everybody appreciate me because I'm now the boss.” It was very much like, “Hey, we have a friendship.” This is a normal conversation. If I was worried or stressed about something, this is the person that I would talk to about that. So it didn't feel weird at all for me to say, “Hey, I'm really stressing about this. Can we talk about this for a second? Because I don't want to lose our friendship.”

Andy Roark:

Yeah, no, I like that a lot. That totally makes sense, just to have that candid conversation and just be like, “Hey, let's talk about what our relationship is now.” I think that's interesting. I have to sit with that because I-

Stephanie Goss:

Because there's going to be things that you can't tell them, that they're going to ask you about and you're going to have to say, “I can't talk about this.” That is a weird dynamic shift. And if you don't acknowledge that, let me tell you, that's a hard conversation when all of a sudden you know information and they're pumping you for it. And you're like, “I can't talk about it.”

Andy Roark:

Yeah. It's a whole lot easier to have that conversation when there's not a piece of information that they're looking for… Now that, okay, I think you sold me on that. I think that makes sense. I think the bigger thing, yes. I think you sold me on that. Generally having communications about awkward things is definitely the right way to go. So it's not a hard sell, but I have to get my head around what that looks like.

Andy Roark:

I'll tell you, the bigger part for me was self-identity part. That was really it. And so, I think that the logical progression for most of us is, you have the moment when you come into your office and the lights are all off and everyone has left. You have the moments when you leave the clinic and the team is across the street at the Mexican place and they didn't invite you. You have the moments when the door closes as the staff is having a-

Stephanie Goss:

Meeting.

Andy Roark:

… talk amongst themselves. You walk in and people stop talking and you realize it's because you're their… and you have those moments. I think that hits a lot of us hard. When we find our moment, we have that. I think the step after that is that we get thrown in this existential crisis because we're like, “Who am I? If I'm not one of the gang, who am I and what does this mean for me?” You and I have done a lot of work with corporate groups recently, which has been super awesome. I love building communities inside of groups of practices and getting people to work together.

Andy Roark:

And so, that's been super great. One of the things that I've seen in these groups is there'll be doctors and the doctors will move up to be leadership over a division or over multiple hospitals. They're not in practice as much and they will 100% have that existential crisis of, “Who am I if I'm not seeing appointments? If I'm not a doctor in the exam rooms, what does that mean for me? “

Andy Roark:

And so, this same identity crisis manifests a couple different ways. The thing I say to them, because the thing that I had to go through when I looked at my weird career and started to think, is am I a real vet? Am I still a vet if I'm seeing appointments one day a week or two days a week?

Stephanie Goss:

Sure.

Andy Roark:

Or if I don't see appointments for a month because traveling continuously and then come back, what does that mean? I think most of us have to stop and we have to accept that we are in a different place, that our life has changed. The only way that you can do that, I think where people really screw themselves up is they tie their identity to their previous role. They say, “I am a CBT. I am a technician. I am a real doctor. That's what I am.” And they define themselves that way.

Andy Roark:

So then when they look around and they are not seen as a CBT, they still have that degree. They still have that credentialing, but they're not on the floor and they're not drawing blood. And no one cares about their clinical skills because they're not using them. They're thrown for this loop. And so, what has to happen after that is you have to be able to step away, in my opinion, and you have to say to yourself, “I am who I am, and I am a credentialed technician. I didn't say that I do blood draws. I didn't say that I did these things. I am the manager of this practice. I am the owner of this practice. I am a business owner. And I also practice veterinary medicine.”

Andy Roark:

As opposed to, “I am a real veterinarian and I don't have time to practice because I'm too busy running this business.” I think that latter, that really tortures people. And so, anyway, I hope I'm being clear enough about this, but I think you have to accept that your position is different. Then you have to look at how you identify yourself, because if you identify as one of the gang, one of the cool kids, one of the people on the inside, and then this thing changes and your friends from before indicate to you that maybe you're not on the inside anymore, that's fine if you also agree that you're not on the inside because you're doing something else that you're excited about.

Andy Roark:

It's not fine if you don't identify as someone who's not on the inside, because now you're in conflict. It's called incongruence, is when we look in the mirror and we see ourself and we see who want to be. And then we look at our actual self, and when those two things don't match up in our minds, that causes us pain. The psychological term is called incongruence.

Andy Roark:

And so, I think a lot of us, the pain that we feel of realizing we're on the outside is actually incongruence because we so see ourselves as being connected to the people that we worked with on the inner circle. And now we look around and we are clearly, as I see them at the Mexican restaurant, I am clearly not in the inner circle. That's incongruence in what I see myself being and what the evidence is showing me that I am. And so, you have got to step back and reset your mental expectations and your identity.

Stephanie Goss:

Yeah. The last piece of acceptance and mental gymnastics is I think that you have to make peace with what it means to be the boss, because you will be the bad guy and people will not like you at times.

Andy Roark:

At times.

Stephanie Goss:

That is really hard for… Especially like I am a people pleaser. I want people to like me. I want to be included. There's no one, I think, ever in the history of leadership who didn't piss somebody off or make somebody upset or make somebody mad like. The reality is at times you will not be liked. Everybody will not be happy with you. You will have had to be the bad guy. And so, it is really important ideally, before you step into that role, to make peace with that.

Stephanie Goss:

If you are already in that role, you have to make peace with that, or you have to get to a place where you're like, “Hey, I can't make peace with this. I'm maybe going to go back to just being a part of the team, because that matters more to me.” And that's an okay choice too. But if you are going to continue to be a leader, it is lonely at the top and you have to make peace with the fact that you are not going to be the popular kid 100% of the time and people will not like you. If you can't get okay with that, you are probably not going to be happy in the long term in a leadership role.

Andy Roark:

Yeah. I agree with that. You definitely have to accept that role. The last part I would leave on acceptance… This is my last [inaudible 00:49:11] on the acceptance part is, I think when you and I talk about it, we talk about you're in or you're out. And the truth is I haven't found that necessarily to be true. And so, if people are going, “Why would anyone ever want to lead when people aren't going to like you and you're going to get excluded?”

Andy Roark:

As the Buddhists say, the middle path is generally the right one. I have never been in a place where I go, “Oh, now I'm leading this team. I am now alone.” Like suddenly I'm Batman, I work alone. I am human resource vengeance. That's not how this works. I had to make peace with the idea that I'm not going to get invited to the social gatherings. But instead, when I go to the Mexican restaurant and I see my techs there, I'm going to buy them around of beers. You know what I mean? Or I'm going to send a couple desserts over to the table to show them that I appreciate them. You know what I mean? And just celebrate them.

Andy Roark:

I'll probably go and say hi. If I am invited to come and hang out, I generally go and I pick up the first round of drinks, and it's a nice thing that I do. Then I leave because I do not want to be there when people start getting sloppy. What they do is up to them. I don't want to be there to see it. And so, it's not like you're taking a vow of isolation. Yeah, you're not going into the monastery to not see people anymore. It's like, “No, you can still generally be a part of what's going on.”

Andy Roark:

Oftentimes, there's also this weird, awkward transition of, my role has changed and people aren't sure what to make of me. And so, they step back and go, “What's he going to be like in this role?” Ultimately, they're going to realize that, oh, he's still a nice guy. He's still trying to do his best. He's still going to try to look out for us, do everything he can to support us in our mission.” And things sort themselves out pretty well from there.

Andy Roark:

Anyway, I don't want people to be like, “Oh, they're acting like you just go lone wolf and leave.” No, you're still going to be involved in most things. You just have to realize that you're not going to be right in the middle of the drama and you don't want to be, but you're also not going to be cold and shunning and not involved in these people's lives. You still want to know them. You still want to earn their trust.

Stephanie Goss:

Yes. I feel very fulfilled from the relationships that I have with my team or I wouldn't do this job. The connection to them, knowing about when they get married or have babies, or somebody's spouse gets a promotion, or somebody's kid takes their first steps, I still celebrate in all of those things with my team and I'm perfectly okay having boundaries. Like I don't want to know what's happening in their sex life. I don't want to know about their boyfriend spending yesterday in jail because they got in a drunken fight at the bar.

Stephanie Goss:

I'm perfectly okay with there being some boundaries there and I can still feel very fulfilled and connected to them. That's the way that I choose to walk. And like I said, I have friends who were some of my peers when I was a technician. Now I'm a manager, some of my peers as technicians are still my best friends. I think that's fantastic. I think ultimately you have to decide and this is very much where you do you. There is no right or wrong answer, I don't think. I think it's very much individual.

Stephanie Goss:

I think that your point is so, so true, like you're not going to go lone wolf and be Batman, and nobody knows who you really are. There are people who choose that, and if that works for you, more power to you. I think on a personal level, you and I are not that.

Andy Roark:

Yeah. No.

Stephanie Goss:

We approach more of the middle ground and I am fulfilled by that. I really do enjoy that piece. But doesn't mean that I have to want to invite them over to my house for Thanksgiving dinner.

Andy Roark:

Oh yeah. I mean, I completely agree. So [inaudible 00:53:21] to that, I would say, and this is very controversial and some people will react strongly. But consider unfollowing your direct reports, like once you move into these roles. I say that for two reasons. Number one is, you probably don't want to necessarily know what's going on at home, and just that knowledge can cause problems.

Andy Roark:

The other part is, if it causes you pain because you see yourself not being included in the social things that are going on, you don't don't deserve that. And so, my advice to you is to say, “Hey, it's going to be what's going to be. It's not about you.” If it bothers you, don't expose yourself to that. Just unfollow those people. You can always turn them back on if you want to later on.

Andy Roark:

But my advice is just separate yourself. And if you're going to do that… Again, I am a very extroverted person. I get really lonely. I sometimes wonder, I was like, “If I wasn't married, how would I live?” I was like, “I'd have roommates.” I would be 45 year old with roommates for sure, because that's just how I am.

Stephanie Goss:

You're a people person.

Andy Roark:

Yeah, I'm a people person. And so, I am not saying, “Go be lonely.” I'm saying, “Take the bull by the horns and go make some friends.”

Stephanie Goss:

Yep. Find the third space.

Andy Roark:

Yep. We talk about third space here. First space is your home. Second space is your work. If your whole life is going from work to home and home to work and work to home and home to work, I worry about you, and I worry about your mental health, and I worry about burnout. You are going to be healthier and happier and more connected and more grounded if you have a place to go that is not the vet clinic and is not your home. It is a place where you go and interact with other people.

Andy Roark:

My advice, ideally, these people don't know that you're a vet. They don't know that you work with animals and or they don't care. Go and don't be Andy Roark, veterinarian. Go and be Andy Roark, blossoming potter. Go be blossoming painter. What if we want to do-

Stephanie Goss:

I was waiting for the garden reference.

Andy Roark:

Yeah. Yeah. No-

Stephanie Goss:

Sure.

Andy Roark:

Yeah. There's like-

Stephanie Goss:

The garden club.

Andy Roark:

Blossoming garden club secretary. Whatever it is, that's what I'd be. But no, I mean, I do… Yeah. I have ridiculous hobby. I do improv comedy and no one cares that I am a vet. I practice one night a week and we play in a bar/coffee shop one night a week. I love those guys and I have a rich social life through that outlet. My wife does curling where she slides the rocks and sweeps. I've done seasons of that in the past, and those guys are fun. It's just I find weird stuff like that to do and jump into and I make new friends.

Andy Roark:

I do that because I need to be a person outside of the vet clinic. Yeah, that's my advice, is it is not uncommon to have your whole social life and everything wrapped up with the people that you work in. At some point, you look around and you go, “That's not a viable strategy anymore and I need to find some things that are not tied…” Especially when you're leader, the best thing is to be around other leaders. Plug for Uncharted practice owner conference or, or Uncharted membership.

Stephanie Goss:

The practice managers group. Yeah. No, that would be me. It's not a third space. It very much goes to the second space. But I think the last big thing for me is there is a lot of danger in discussing the challenges of the job, because being a leader is very challenging and it can be very easy to want to vent to your peers. When the dynamic is different, venting is a recipe for disaster when you're doing it with people who now are subordinate and you are their boss.

Stephanie Goss:

So, for me, the hard and fast rule for myself was I had to put up some boundaries about talking about work things with my friends, because I was trying to preserve those friendships and stay friends with them. And so, the best thing that I ever did for myself was finding connections with other managers and or a coach, or a mentor. Especially if you're new to a leadership in a management role, finding someone disconnected from your practice is a game changer.

Stephanie Goss:

And so, for me, that started with a local managers group and connecting with other managers locally, who they weren't the practice right down the street but we had enough in common geographically. We could talk about things, bounce ideas off of each other. My love for networking connection very much grew from there. I joined VHMA, the veterinary hospital manager's association. Eventually led me to joining Uncharted.

Stephanie Goss:

Being able to connect in Uncharted does that, I feel like, so, so well. And it's not just a shameless plug because you have the ability to connect and really transition from that space of, “I am frustrated by this and I just need to vent,” into, “Here are peers who get it and I can say, ‘I'm really hurt right now. I did this nice thing for my team and nobody said thank you. I'm really upset about it. And how do I make this better in the future and be able to ask for help?'” Because people have been there.

Stephanie Goss:

That is the first thing that often happens, is everybody's like, “Dude, I've been there. It sucks. Be okay. Go get yourself a Starbucks, because today is a crappy day and let's figure out how to approach this better in the future.” So making those connections outside of work, I feel like, is so important. It is a game changer.

Andy Roark:

Yeah. I agree. Well, thanks for talking this through with me.

Stephanie Goss:

Yeah. This was a good one. I hope that it helped our lonely leader listener and maybe some of the rest of you guys. If you enjoy this and you have enjoyed nerding out on this kind of thing, as Andy and I both mentioned, this is the kind of thing that we talk about all the time in Uncharted, and you can come join us and hang out-

Andy Roark:

You can.

Stephanie Goss:

… and be part of these conversations as a member of our community.

Andy Roark:

You could totally come join us if you feel like your team is circled up and, (singing). That's it. This needs to be over.

Stephanie Goss:

Oh, that's where we need somebody to yank us off the stage.

Andy Roark:

Yeah.

Stephanie Goss:

Have a great week. Everybody

Andy Roark:

Dustin, play us out. (singing)

Stephanie Goss:

That was fantastic. Well, gang, that's a wrap on another episode of the podcast, and as always, this was so fun to dive into the mailbag and answer this question. 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.

Stephanie Goss:

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, Podcast

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

This episode is sponsored by:


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

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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

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