I am joined not by one but by two guests this week - both from Everhart Veterinary Medicine. Kristy Ballwanz, Practice Manager of the Cross Keys location, and Niki Abendschoen, Director of Marketing and I.T., come on to the show to talk about how they have used their website and social media presence to improve their hiring and recruiting efforts, explaining that they wanted to showcase the culture and values of their practice to attract candidates who would be the right fit for them.

On their website, Everhart includes detailed job descriptions for each position so that applicants know exactly what is expected of them. Kristy notes that this has been incredibly helpful, as one recent hire mentioned she had reviewed the job description and core values ahead of her interview, showing she was a good match for their practice culture. Listen in as both Kristy and Niki share some of the positive results that they have seen from their digital recruiting efforts, highlighting that the quality of applicants has improved, with candidates demonstrating a deeper understanding and alignment with Everhart's culture and values. This helps tremendously with the onboarding process, as new hires already know what to expect.

Niki also describes Everhart's approach to social media, saying they try to keep it fun, engaging, and representative of their team and values. They highlight their team members, events, and the unique features of their different locations, with Kristy adding that they also use social media to build relationships with their community, showcasing things like their annual "Veterinary Olympics" that clients get excited about.

Kristy and Nikki are in agreement that this transparent, community-focused approach to recruiting is beneficial not just for Everhart but also for the veterinary industry as a whole. By attracting employees who are passionate about the practice's mission and values, Everhart is building a truly engaged team that provides excellent patient care and client service!

[2:48] - Kristy explains how Everhart has added job descriptions, core values, and culture details online to attract the right hires. [4:51] - We learn that Everhart posts detailed job descriptions online to help applicants assess fit before applying. [7:29] - Niki reveals how their social media stays upbeat, showcasing team culture, patient joy, and each hospital's specialties. [10:33] - Kristy stresses the importance of building relationships within your community. [13:50] - Hear how Everhart uses social media and videos to showcase workplace culture. [16:46] - Kristy describes how each practice's themed photo wall encourages friendly competition, and clients love it. [19:52] - Kristy stresses that candidates seek purpose and community, not just paychecks, something which Everhart highlights. [22:04] - When it comes to onboarding, a strong online presence helps attract candidates who already align with your culture. [24:57] - Attitude ultimately outweighs skill, which is why toxic hires are rejected to protect team culture and shared values. [26:49] - Kristy and Niki talk about how emphasizing core values in hiring strengthens team cohesiveness. [29:45] - Kristy and Niki close with some helpful advice, such as making sure that your online content is consistent and strengthens your work culture. Thank you for listening. Remember you are not in this alone. Visit our website for more resources. Links and Resources:

• VHMA Web Page
• VHMA Coronavirus Resources
• VHMA Facebook
• VHMA Twitter
• VHMA on Linkedin
• Everhart Veterinary Medicine Web Page

Listen in this week as I sit down with Michelle Gienger, a seasoned practice manager at Village Veterinary Hospital, to talk all about the art of conducting effective employee surveys. Michelle shares her insights into how to gather valuable feedback from both vocal and reserved team members as well as how to implement that data without letting emotions get in the way.

Michelle highlights the importance of building trust and creating a safe environment for employees to share their thoughts and ideas, explaining that she has found success in using a combination of anonymous surveys, live polls during staff meetings, and one-on-one conversations to get a well-rounded understanding of her team's needs and concerns. By introducing surveys gradually and making it clear that feedback will lead to actual change, Michelle has been able to overcome the initial hesitation some employees feel about speaking up, and she has learned the value of letting the team own the solutions rather than just presenting them with her own ideas.

Balancing the serious, problem-solving surveys with more lighthearted, fun questions has helped keep Michelle's team engaged and invested in the process, and she stresses the importance of showing your human side as a manager - acknowledging your own mistakes and struggles, and using that vulnerability to connect with your staff, so whether you are managing a small team or a large organization, Michelle's insights offer a roadmap for creating a work environment with open communication and collaborative problem-solving. Enjoy my conversation with Michelle Gienger!

This episode is brought to you by Aclivet. Aclivet enhances the operational efficiency and effectiveness of your hospital, and, in addition to financial and budget consulting, they make legal help and advice reasonable. For a flat monthly fee of just $299, you get unlimited legal questions answered from a lawyer experience in veterinary medicine. Aclivet takes the intimidation out of compliance for your hospital. Be sure to visit aclivet.com and use code VHMA to get your first month for only $1!

[1:56] - Hear how Michelle Gienger struggled to design surveys that resulted in input from both talkative and quiet staff members. [3:18] - Michelle reveals that she uses anonymous polls and fun questions to earn staff trust and honest feedback. [5:20] - Announcing surveys ahead of time helps improve participation and helps staff feel comfortable with openly sharing. [8:56] - Beginning with lighthearted surveys built trust for Michelle's team, resulting in deeper collaboration and problem-solving. [11:52] - Empowering staff to contribute ideas can lead to autonomy and teamwork via fun, balanced topics. [13:13] - Michelle explains how live polls changed meetings into interactive spaces where staff feels heard and valued. [16:54] - Michelle stresses showing vulnerability and reflection so that staff sees her as a human leader. [17:43] - It's so important to take time to process feedback calmly and discuss issues with a mutual understanding. [20:29] - Learn why Michelle values follow-up conversations. [21:31] - Hear why Michelle prefers in-person talks for serious matters to convey tone, empathy, and authenticity. [24:01] - Hear how Michelle makes a point to engage quiet employees so that they feel seen and valued. [27:16] - Michelle reminds leaders that being authentic and owning mistakes earns respect and teaches resilience. Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

• VHMA Web Page
• VHMA Coronavirus Resources
• VHMA Facebook
• VHMA Twitter
• VHMA on Linkedin
• Michelle Gienger on LinkedIn
• Village Veterinary Hospital, P.C. Web Page
• Village Veterinary Hospital, P.C. on LinkedIn

Join me for this episode as I happily welcome Talia Lucernoni CVPM, SHRM-CP at Vetcor. Talia shares how she set up a phase-and-tier training program for both new and existing employees, explaining how when she first joined a clinic that was in the middle of a transition, she noticed a lot of role confusion and no clear guidelines on what different staff members were actually allowed to do. To fix this, she teamed up with the current leads to define job roles and skill levels—from VA levels 1 through 3 and into tech positions, making sure that the program covered both hard skills such as placing IV catheters and soft skills such as communication and advocating for clients. Hear how, for long-term staff, Talia put extra focus on their strengths and passions, shaping roles that matched what they loved most - whether that was nutrition, surgery, or managing the surgical schedule. With that approach, she was able to give veteran staff new titles and responsibilities that worked well for the clinic while also keeping them fulfilled! Her advice to other managers is to keep the tier system flexible so that it can adapt as technology and workflows change. She also encourages always keeping communication clear around expectations and career growth. At the end of the day, Talia's approach is about setting standards, opening up growth opportunities, and making sure experienced staff stay engaged and challenged. I hope that you enjoy my conversation with Talia Lucernoni! This episode is brought to you by Pyxis Pro. Pyxis Pro is the simple way to manage training for your vet practice. Create courses with quizzes, videos, and a built-in content library. Schedule your free demo today at PyxisPro.com!

[2:26] - Hear how Talia has revamped roles at a transitioning clinic by defining skills, tiers, and individual goals. [5:29] - Talia highlighted soft skills, added time requirements, and slowed eager assistants to prevent mistakes. [7:24] - I worry that tiered training might stifle long-term employees' growth while onboarding new staff. [9:51] - Talia engages veteran techs by aligning tasks with personal passions. [12:01] - Hear how I created specialized titles for orthopedic staff but still struggle to motivate some remaining technicians. [15:17] - Talia suggests reframing tiers, using self-assessments, and clear paths to minimize staff disappointment. [17:41] - Talia promoted a longtime front desk staffer, structured onboarding, and stressed soft skills in training. [20:29] - I share having motivated a technician with clear project goals, leading to improved performance and attitude. [23:46] - Talia explains how she keeps training tiers flexible, updating tasks and adjusting expectations to fit changing needs. [26:54] - Staying grounded in your goals and customizing templates helps ensure effective, non-cookie-cutter growth pathways.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources. Links and Resources:

• VHMA Web Page
• VHMA Coronavirus Resources
• VHMA Facebook
• VHMA Twitter
• VHMA on Linkedin
• Talia Lucernoni CVPM, SHRM-CP on LinkedIn
• Vetcor Web Page
• Vetcor on LinkedIn

Join me this week as I have a great conversation with Tori Lauro, Veterinary Hospital Manager at VCA Animal Hospitals. Tori shares her journey from becoming a customer service supervisor to being promoted to hospital manager in 2018. Having faced challenges early on, she reflects on feeling like she needed to have all the answers and make changes quickly, without first understanding her team which led to some initial resistance, as her staff saw her as an "interloper" trying to change things. Hear how Tori learned from this experience and how, when she later transitioned to managing a different hospital, she focused first on building relationships and trust with her team before implementing changes.

Tori discovered that leading with empathy, rather than from a place of just authority, was far more effective, and that maintaining psychological safety, focusing on improvements over blame, and having open communication are key. She discusses how she handles pushback from colleagues who want a more rigid, disciplinary approach and how she tracks "chronic mistakes" in a spreadsheet to identify trends but addresses issues in collaboration with staff to understand root causes.

Our conversation truly highlights Tori's passion for creating a positive, supportive work culture in which people feel empowered to learn and grow, and she regards her role as a leader not just to enforce policies but to understand her team's challenges and help them succeed. She was even recently recognized as an emerging leader in the veterinary management field, and she shares advice for new managers to have patience, give themselves grace, and focus on the incredible opportunity they have to make a real difference! Enjoy my conversation with Tori Lauro!

[2:24] - Tori reflects on how, early in her role, she prioritized policy changes over understanding her team's established methods. [4:43] - Lessons from her first hospital taught Tori to build relationships before managing at her second hospital. [6:52] - Hear how Tori learned to balance rules with empathy, adapting her style to the needs of the hospital. [9:17] - I reflect on struggling with staff wanting strict accountability for others but not themselves. [11:41] - Tori shares how a tech praised her for fostering a no-blame culture focused on solutions over finding fault. [14:11] - I address mistakes by improving processes, not shaming people, even when errors are significant. [16:57] - Accountability needs to target issues, not people, and be built on trust. [19:16] - Tori uses spreadsheets and emails to factually address concerns. [21:19] - I share how I log minor mistakes and check in to uncover personal struggles affecting work. [24:18] - Tori encourages new managers to show themselves grace, keep learning, and value their team. [26:27] - Ultimately, managers greatly influence staff morale and need to lead as trusted role models.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

• VHMA Web Page
• VHMA Coronavirus Resources
• VHMA Facebook
• VHMA Twitter
• VHMA on Linkedin
• Tori Lauro on LinkedIn
• VCA Animal Hospitals Web Page
• VCA Animal Hospitals on LinkedIn

Join me for this episode of the show as Melissa Stedman, CVPM of Brandywine Valley Veterinary Hospital, discusses some unique ideas for providing veterinary care despite rising costs. She shares that her practice has unfortunately seen a significant drop in certain services like dentals, spay/neuters, and preventative care as clients struggle with increased financial pressures. To help address this, Melissa's practice focuses on offering clients flexible payment options, including in-house payment plans for established clients.

Melissa's practice also uses medical credit card companies and "pay-in-four" style plans to help spread out costs. She highlights the importance of not judging clients' financial situations and instead working to find solutions that provide the necessary care. Her practice also gets creative with bundling services, such as offering discounted packages for medications such as Solensia. She reveals that they have found success in bundling routine lab work as well.

While Melissa cautions against devaluing services through free exams, she believes that bundling can be an effective way to make important treatments more accessible, and she also highlights the importance of being transparent with staff, sharing details on expenses and costs, helping to empower staff to be more mindful of waste and capture appropriate charges. Her practice has also found success in offering online booking, which has helped drive more routine visits.

Melissa's insights provide practical strategies for veterinary practices dealing with the challenges of rising costs while still prioritizing quality patient care and the human-animal bond. I hope that you enjoy my conversation with Melissa!

This episode is brought to you by CareCredit. CareCredit understands you are busier today than perhaps ever before, so to help free up your time, the CareCredit Health and Pet Care credit card allows clients to access a budget-friendly financing experience. They can learn, see if they pre-qualify, apply, and even pay if approved all on their own. With just the tap of a link or a quick scan of a QR code, they have a friendly, contactless way to pay over time for the services and treatments their pet needs.

[2:46] - Melissa discusses how dental procedures dropped in 2024 as clients prioritized essentials over costly care. [4:00] - Staggered vaccine appointments help clients financially but reduce doctors' average transaction values and productivity. [5:37] - Melissa stresses offering gold-standard care first and then adapting based on clients' financial comfort. [6:50] - In order to avoid costly ER visits, Melissa's clinic offers weekday care plans for some urgent problems. [9:57] - Brandywine provides in-house payment plans for trusted clients, even though there are financial risks involved. [11:18] - It's important to be cautious with high-risk payment plans. [14:07] - I reflect on having helped fund an emergency C-section, trusting the client's promise to eventually repay me. [17:18] - I want to bundle costly monthly injections to increase profits while also improving patients' long-term quality of life. [18:17] - Hear how Melissa bundles diagnostics and meds such as Solensia to boost early compliance. [20:36] - Melissa rewards her inventory manager for cost-saving efforts and educates staff on minimizing waste. [22:17] - Being transparent with your staff helps them understand costs, reduce waste, and suggest budget-friendly alternatives. [25:00] - Melissa shares how online booking increased appointments and engagement. [28:30] - It's important to have compassionate flexibility and in-house plans to help struggling but committed pet owners.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

● VHMA Web Page

● VHMA Coronavirus Resources

● VHMA Facebook

● VHMA Twitter

● VHMA on Linkedin

● Melissa Stedman on LinkedIn

● Brandywine Valley Veterinary Hospital Web Page

● CareCredit Web Page

Today's episode is a must-listen for any veterinary practice manager considering a transition to a new practice management software system. Joining the podcast to help us take this on is Heidi Traylor from Covina Animal Hospital. Heidi is a seasoned CVPM and PHR and talks all about her practice's journey in selecting and implementing a new PIMS.

Heidi shares the pivotal moment that pushed her team to finally make the switch - when their aging, on-premise system could no longer keep up with their changing needs and the speed of their operations. Heidi and her leadership team evaluated their options, creating a scorecard to assess each system's capabilities against their requirements.

Heidi stresses the critical role of her frontline team in the selection process. By taking their feedback on what they loved and hated about the current system, Heidi was able to ensure the new PIMS would truly meet the needs of the users, and she didn't stop there either; she empowered a "technology team" of staff volunteers to test-drive the finalists, providing invaluable hands-on feedback!

Of course, no software transition is without its challenges, and Heidi openly reflects on the struggles that Covina faced with training the entire staff. Her advice is to be incredibly patient, provide multiple learning modalities, and don't be afraid to lean on your vendor's onboarding support. Most importantly, though, she highlights the importance of giving the team ample time to adjust before going live.

If you're contemplating a PIMS change in your own practice, then you definitely will not want to miss Heidi's wisdom in this episode, so grab a pen and paper because you're going to want to take notes, and enjoy our conversation with Heidi Traylor!

This episode is brought to you by CareCredit. CareCredit understands you are busier today than perhaps ever before, so to help free up your time, the CareCredit Health and Pet Care credit card allows clients to access a budget-friendly financing experience. They can learn, see if they pre-qualify, apply, and even pay if approved all on their own. With just the tap of a link or a quick scan of a QR code, they have a friendly, contactless way to pay over time for the services and treatments their pet needs.

[1:53] - We hear how Heidi initially resisted change but reconsidered after realizing that Infinity was no longer meeting Covina's needs. [4:58] - To guide selection for a new system, the leadership team carefully curated staff feedback on Infinity. [7:53] - Hear how a detailed, color-coded spreadsheet helped eliminate unfit options and spotlight top contenders. [10:08] - Heidi reveals that, despite some initial nerves, her staff welcomed the change and felt empowered by being included. [12:00] - Jill reflects on team enthusiasm having grown knowing that their feedback would affect the outcome. [14:54] - Heidi reveals that they ended up going with Digitail, and she describes what she loves about it. [16:11] - Heidi reveals that there were some who resisted the change at first, but leadership stayed supportive and aware of growing pains. [18:49] - Preparation took place for about a year and included demos, SOP creation, and training. [21:10] - We learn that training 35+ staff proved to be the biggest challenge. [23:59] - Heidi advises informing clients of software changes early to set expectations and highlight long-term benefits. [25:07] - Be patient with your team while adopting new software, and centralize documentation for smoother transitions. [27:41] - It's important to support staff through change with empathy, preparation, and access to resources.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

● VHMA Web Page

● VHMA Coronavirus Resources

● VHMA Facebook

● VHMA Twitter

● VHMA on Linkedin

● Heidi Traylor on LinkedIn

● Covina Animal Hospital Web Page

● Covina Animal Hospital on LinkedIn

● Digitail Web Page

● CareCredit Web Page

Joining us this week is Amy Brauns, Practice Manager, RVT at Everhart Veterinary Medicine located in Baltimore, Maryland. People management can truly be the hardest part of veterinary leadership, and in this episode, Amy, who brings nearly two decades of experience and a deeply thoughtful approach, gets real about what it means to "coach up or coach out."

She shares how she and her leadership team leaned into the EOS (Entrepreneurial Operating System) model to face the messy, uncomfortable truth - most problems come down to people. From there, they started using The People Analyzer™ tool to assess who really gets the job, who wants the job, and who has the capacity to do the job. This approach is not about forcing people out but is rather about clarity, self-reflection, and giving people the tools (and space) to figure whether or not they are in the right place. Not every place is the right fit for everyone, and that's totally okay.

We talk through the tough stuff such as confronting long-standing team members who are great at the job but toxic to the culture as well as taking on those dreaded "this isn't a fit" conversations. Amy explains how their structured coaching process has turned struggling employees into top performers and helped others leave on their own terms, with dignity.

If you have ever found yourself avoiding hard conversations or keeping someone around just because they have been there forever even though they might not be the right fit for your workplace culture, then this episode is definitely for you. Amy doesn't sugarcoat the process, but we agree that the transformation on the other side is worth it!

[1:37] - Amy Brauns reveals how using EOS clarified that most problems are people-related. [4:09] - Hear how soft skills proved difficult to teach, leading to better team alignment over time. [6:41] - Hear how, despite team longevity, change ultimately happened via clear communication and tools like The People Analyzer™. [8:25] - Amy's team focused mainly on role clarity and transparency, helping staff self-correct before goals were even set. [10:46] - Jill opens up about how removing a toxic veteran employee revived morale and reaffirmed her team's culture. [12:28] - Amy affirms that even just a couple of people who are rowing in the wrong direction can completely disrupt morale. [14:26] - Amy asserts that coaching begins with transparency and standards, helping staff improve or realize that the role isn't right for them. [17:22] - Exceeding expectations via hospitality and core values creates a standout, people-centered client experience. [20:56] - Amy advocates for accountability and structured check-ins. [23:56] - Jill adds that emotional intelligence must be taught and nurtured, both at work and in personal development. [24:51] - Transparency and consistency help build trust, leading to stronger and more unified teams. [26:40] - Empowering and trusting staff to solve problems on their own also helps build trust as well as confidence.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

● VHMA Web Page

● VHMA Coronavirus Resources

● VHMA Facebook

● VHMA Twitter

● VHMA on Linkedin

● Amy Brauns on LinkedIn

● Everhart Veterinary Medicine Web Page

● Everhart Veterinary Medicine on LinkedIn

● EOS Web Page

● The People Analyzer™ Tool

Joining us this week is Joshua Blakemore, CVPM, RVT, FFCP of Onion River Animal Hospital in Burlington, Vermont to talk about what it really takes to prepare the next generation of veterinary technicians not just for graduation but for the day-to-day demands of clinical practice. Josh is a standout practice manager and longtime technician advocate who was recently named VHMA's Practice Manager of the Year, but Josh is a humble person who has never lost touch with where he started: in the kennel, working his way up with persistence and purpose.

Listen as we unpack the often overlooked disconnect between academic training and real-world application, getting candid about the gaps that we have witnessed in new technician graduates - from handling basics like restraint and jugular draws to dealing with complex procedures with confidence. Josh shares what he's doing at his hospital (and beyond) to help ensure that today's students become tomorrow's professionals, including his involvement in college advisory boards and his commitment to skill-driven externships.

We also explore some broader challenges in technician education from the uneven quality of online programs to the really surprising ways that some hospitals may unintentionally stifle growth. With firsthand experiences, practical insights, and a clear call for mentorship, Josh sheds some light on the kind of support that vet techs really need not just to survive but also to thrive in the profession. It's all about making sure that they stay, grow, and succeed once they arrive.

[3:01] - Josh made note of Vermont's lack of licensure requirements and worked to improve tech training in hospitals. [6:40] - Josh highlights the importance of hands-on skills in externship programs, especially phlebotomy. [9:13] - Students should work in hospitals during education to apply bookwork to hands-on experience. [12:01] - Hear how a local college's program with two externships enhanced students' practical knowledge and skills. [13:22] - Hands-on skills help students stay in the field, offering them more confidence. [16:04] - Josh loves training and creating roles to help employees professionally grow. [19:12] - A technician can really help organize surgeries, optimizing time and space. [20:31] - Hear how Josh supports employee growth by trusting them with making decisions. [23:43] - It's so important to take advantage of untapped skills within hospitals. [26:17] - Josh reveals how he created a technician training program, highlighting protocols to engage and retain staff.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

• VHMA Web Page

• VHMA Coronavirus Resources

• VHMA Facebook

• VHMA Twitter

• VHMA on Linkedin

• Joshua Blakemore on LinkedIn

• Onion River Animal Hospital Website

We are joined for this episode by Kaitlyn Behling-Mikesell, truly a rising star in veterinary hospital management. We are talking about practical strategies to enhance efficiency and team dynamics, beginning by discussing the value of fresh perspectives and the importance of understanding the why behind procedures that are already in place. Kaitlyn also shares her approach to taking on change, stressing the importance of observation and team feedback during her initial ninety days. We also look at her successful implementation of a training program which is designed to set clear expectations and build employee confidence.

Listen as we explore the complexities of training new staff, debating the benefits and setbacks of single vs. multiple trainers, and why structured onboarding is so important. Kaitlyn describes her onboarding day, which is a system that she has designed to streamline HR processes and prepare new hires for their roles, and we talk about how to manage changes that don't quite hit the mark and how to keep the team motivated when previous methods aren't working very well.

We also talk about the power of delegation, particularly in training, and how it empowers staff and improves morale. Kaitlyn shares her insights into improving clients' experiences and shares a few of her favorite methods for rewarding staff and keeping them motivated. Finally, you can expect to learn about Kaitlyn's use of video tutorials to streamline training! This episode provides actionable advice for any veterinary professional looking to improve their practice's efficiency and create a more positive work environment!

[2:17] - Kaitlyn has always been someone who wants to know the why behind things which has helped make her an effective manager. [3:25] - In her first 90 days, Kaitlyn observed, listened to staff, and then gradually made changes. [5:52] - As a new manager, Kaitlyn has realized that organized plans, not quick changes, help improve efficiency. [8:42] - Kaitlyn has found that clear training with checklists has greatly improved efficiency and staff confidence. [11:26] - Consistent training manuals empower staff and boost efficiency. [13:03] - Kaitlyn points out how experienced staff training new hires has helped lead to effective onboarding. [16:15] - Hear how Kaitlyn helped create an onboarding day to organize new hire paperwork and training. [19:27] - Kaitlyn makes the case that It's okay when changes don't work because feedback can help improve them. [21:03] - Kaitlyn recognizes effective staff with praise and small gifts. [23:30] - Hear how reducing wait times and improving client service increased satisfaction. [26:48] - Kaitlyn touches upon the importance of delegation. ​​[28:08] - Training builds teammates whom you trust, and video tutorials can help with learning.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

• VHMA Web Page

• VHMA Coronavirus Resources

• VHMA Facebook

• VHMA Twitter

• VHMA on Linkedin

• Kaitlyn Behling-Mikesell on LinkedIn

• Loom

Join us in welcoming Esteban Sotomayor to VHMA for this episode, coming on to help us address multiculturalism in the workplace. Esteban is a veterinary business consultant with an extensive background in Latin American veterinary practices, and he sheds some light on some of the differences between the veterinary practices in Latin America and the United States, including the role of veterinary technicians and the unique challenges and opportunities faced by clinic owners in both regions. (For example, the lack of veterinary technicians in Latin America drastically affects how practices operate, requiring veterinarians to take on tasks that would typically be handled by technicians in the U.S.)

We also explore how competition among clinics and economic factors influence practice management, particularly in Esteban's home country, Ecuador, but a key takeaway from this episode is the importance of building and managing a strong team. Esteban shares his own approach to recruitment, training, and keeping the right people engaged, even in regions where veterinary talent is in high demand. We discuss how cultural differences shape management styles, especially in Latin American clinics where veterinarians often wear many hats, from diagnosing to managing HR.

If you are in the veterinary field yourself and/or are curious about how business practices differ across cultures, then this episode will definitely resonate with you! Tune in for a candid conversation about the realities of managing a veterinary practice, the pressures of client expectations, and how to stand out in a competitive market.

[2:07] - Esteban compares veterinary practices in Latin America and the U.S., highlighting differences in training and technician roles. [5:56] - Learn about external pressures in Latin America, including political and economic challenges for veterinarians. [8:16] - Esteban stresses the importance of recruitment, training, and retaining talented staff. [11:01] - Esteban suggests changing mindset on how and where we meet people, while Jill discusses management structures. [12:17] - Veterinarians in Latin America manage their own clinics, blending business and medical roles which can be challenging. [14:27] - Jill notes the differences in practice management, especially the delegation of tasks in the U.S. vs. Latin America. [16:36] - Hear how Esteban's clinic stands out in a competitive market by offering high-quality service. [18:50] - Jill highlights the importance of client perception, service quality, and office presentation to attract clients. [21:48] - Jill reflects on how practices are slowing down and why excellent customer service is so important. [23:47] - Clinics can charge more by offering high-quality servicing and managing demand. [26:44] - Esteban highlights three crucial pillars for success: processes, people, and policies. [27:20] - It's important to be adaptable, support teams, and continually recruit for the right staff.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

• VHMA Web Page

• VHMA Coronavirus Resources

• VHMA Facebook

• VHMA Twitter

• VHMA on Linkedin

• Esteban Sotomayor on LinkedIn