Advertise on podcast: Choose People Love Pets: The Veterinary Culture Podcast

What if your body knows you're burned out long before you're willing to admit it? After more than 20 years in emergency veterinary medicine, Dr. Sonja Olson began experiencing serious physical symptoms of chronic stress. It wasn't until her husband asked, "Is this job worth dying for?" that she began confronting what her body was trying to tell her. In this episode of Choose People Love Pets, Dr. Brianna Armstrong sits down with Dr. Olson, veterinarian, author, wellness educator, and founder of Heartstorming Wellness, to explore burnout, the neuroscience of stress, and what it takes to build a sustainable veterinary career. They discuss moral injury, neuroplasticity, self-awareness, and the role of leadership and healthy hospital cultures in protecting veterinary professionals' well-being. In this episode: Recognizing the physical and emotional warning signs of burnout How chronic stress changes our brains and bodies Understanding moral injury in veterinary medicine Neuroplasticity, mindfulness, sleep, and nervous system regulation Why veterinarians struggle to separate their identity from their work Psychological safety and the importance of healthy workplace cultures Building resilience, connection, and sustainable careers Dr. Sonja Olson is a veterinarian, author, wellness educator, and coach with more than 25 years of experience in emergency medicine. She founded Heartstorming Wellness LLC to support veterinary professionals through education, coaching, and advocacy for healthier veterinary workplaces. Website: https://www.sonjaolsondvm.com Instagram: https://www.instagram.com/sonjaolsondvm/ LinkedIn: https://www.linkedin.com/in/sonja-a-olson-dvm Facebook: https://www.facebook.com/sonja.olson.754 Your Veterinary Wellness Journey: An Interactive Guide to Thriving with Growth, Resilience, and Purpose Publishing October 20, 2026. An interactive workbook designed to help veterinary professionals build resilience, explore their well-being, and reconnect with purpose. Order: https://www.routledge.com/9781032753928 Creating Well-being and Building Resilience in the Veterinary Profession: A Call to Life Available in print, Kindle, and audiobook formats, narrated by Dr. Olson. Amazon: https://www.amazon.com/Creating-Wellbeing-Resilience-Veterinary-Profession/dp/0367418797/ref=tmm_pap_swatch_0 For additional veterinary wellness resources, including information about the global resource collection in her new workbook, visit https://www.sonjaolsondvm.com. Empowering Veterinary Teams | Reviving Veterinary Medicine | Full Circle Lab | Ready.Vet.Go | MentorVet | Washington State Veterinary Medical Association (WSVMA) Hosted by Dr. Brianna Armstrong, DVM, Choose People Love Pets explores the people, leadership, and cultures shaping the future of veterinary medicine. Our mission is to help create healthier veterinary workplaces where people and pets can thrive.

What does better dentistry look like—and what becomes possible when veterinary technicians have room to grow? In this episode of Choose People Love Pets, Dr. Brianna Armstrong sits down with Mary Berg, RVT, VTS (Dentistry), founder of Beyond the Crown Veterinary Education. Mary has spent more than 30 years in veterinary medicine, building a career that spans dental research, practice management, teaching, and business ownership. Mary shares how an unexpected opportunity led her into dentistry and why helping team members do more of what they love can keep them engaged in veterinary medicine. She also explores career opportunities beyond clinical practice and what technicians should consider before pursuing a specialty. Then we get practical: what a thorough dental procedure involves, how trained technicians and veterinarians can share the work, and why the language we use affects how pet owners understand the care their pets need. Brianna brings questions from her own hospital—and Mary offers plenty of ideas to take back to yours. They also discuss anesthesia-free tooth scraping, realistic home-care options, and why investing in team education matters for patients, clients, and the people providing their care. IN THIS EPISODE • Building a veterinary career around your interests and strengths• Supporting technician growth, engagement, and utilization• Dental diagnostics, equipment, and practical workflow improvements• Why waiting until dental disease looks “bad enough” can be a problem• A dedicated anesthesia monitor and clear responsibilities during procedures• COHAT: comprehensive oral health assessment and treatment• Helping clients understand the value of dental care• Home care that pet owners can realistically maintain• Starting a training business and pursuing a veterinary technician specialty CONNECT WITH MARY & EXPLORE THE RESOURCES Beyond the Crown Veterinary EducationLearn more about Mary’s company and veterinary dentistry education. In-clinic team trainingExplore hands-on training for veterinary teams. Online learningFind Mary’s remote dentistry education options. Companion Animal Dentistry for Veterinary TechniciansMary’s textbook, mentioned in the episode. Veterinary Oral Health Council accepted productsExplore the VOHC’s accepted dental home-care products. Academy of Veterinary Dental TechniciansLearn more about the academy and its educational resources. VTS (Dentistry) certificationExplore the process of becoming a veterinary technician specialist in dentistry. NAVTA’s veterinary technician specialties directoryExplore specialty academies and opportunities for professional growth. AVMA Veterinary Technology Student Essential and Recommended Skills ListThe skills resource Mary mentions during the discussion about technician utilization. Enjoyed this conversation? Follow Choose People Love Pets, share this episode with your veterinary team, and leave a review to help more people find the show.

What happens when you’ve built the career you thought you wanted… and realize you might be ready for something completely different? Dr. Jen Cole spent more than 25 years in veterinary medicine, built two veterinary practices with her husband, raised three children, and eventually made the decision to step away from hospital life. But she wasn’t done with veterinary medicine. Today, Jen is the author of the Rooster and Squid children’s book series, using storytelling to teach kids about animals, veterinary medicine, and how they can become better advocates for their own pets. In this episode, we talk about knowing when it’s time to move on, separating who you are from what you do, building a career alongside a family, and giving yourself permission to figure out what comes next. We also get into some of the harder lessons Jen learned during 25+ years in practice: firing clients, letting go of team members who are hurting your culture, realizing that nobody is irreplaceable (including the owners), and learning that your hospital can continue to thrive without you. Jen shares what retirement actually felt like after decades of being a veterinarian and practice owner, why she gave herself six months before saying yes to anything new, and how that space eventually led her to an entirely new creative career. Then we dive into Rooster and Squid: why Jen believes kids can be some of the best advocates for their pets, how she learned to write and publish children's books, what she thinks about AI and human creativity, and what she's building next. Most importantly, this conversation is a reminder that there isn't just one way to have a career in veterinary medicine. You can practice, own, lead, work part-time, raise a family, move into industry, create something completely new, or reinvent your career altogether. Your career can change. Your impact doesn’t have to. In this episode • Knowing when it’s time to step away from clinical practice • Separating your identity from being a veterinarian • Why Jen gave herself six months after retirement before deciding what came next • Building veterinary practices while raising a family • Being physically present versus actually being present with the people you love • Why it’s okay to fire clients • Letting go of people who are negatively affecting your hospital culture • Why “nobody is irreplaceable” can actually be a healthy leadership lesson • The many different ways to build a career in veterinary medicine • Turning 25+ years of veterinary experience into children's stories • Why kids can be powerful advocates for their pets • Writing, illustrating, and publishing the Rooster and Squid series • AI, authorship, and the value of human creativity • Jen’s upcoming search-and-rescue series inspired by veterinary emergency response work Connect with Dr. Jen Cole Instagram: https://www.instagram.com/roosterandsquid/ Facebook: https://www.facebook.com/profile.php?id=61553831672190 LinkedIn (Jen Cole, DVM): https://www.linkedin.com/in/jen-cole-dvm-208b642a1/ Pinterest: https://www.pinterest.com/roosterandsquid/ Threads: https://www.threads.com/@roosterandsquid ​YouTube: https://www.youtube.com/@RoosterandSquid Lucid Books (Dr. Cole's Publisher) Instagram: https://www.instagram.com/lucid_books/ Facebook: https://www.facebook.com/lucidbookspublishing/ LinkedIn: https://www.linkedin.com/company/lucid-books Pinterest: https://www.pinterest.com/lucidbookspub/ X: https://x.com/Lucid_Books Choose People Love Pets is the veterinary culture podcast exploring leadership, workplace culture, career possibilities, and the people working to build a brighter future for veterinary medicine. People. Culture. A Brighter Vet Med.

Hospital ownership can sound like the natural next step in a veterinary career, but ownership isn’t a promotion. It’s a completely different job. In this first solo episode, Dr. Brianna Armstrong breaks down three questions to ask yourself before deciding whether veterinary hospital ownership is actually right for you. Do you really want ownership, or are you looking for more autonomy, better leadership, a different schedule, or a healthier workplace? Do you enjoy the actual work of ownership, including leadership, finances, systems, hiring, accountability, and solving problems? And are you willing to take on the responsibility that comes with having more control? Dr. Armstrong shares what she loves about hospital ownership, what she didn’t know when she started, why being a great veterinarian doesn’t automatically mean you’ll enjoy running a business, and practical ways to get closer to the business side of veterinary medicine before taking the leap. In this episode: • Why ownership shouldn’t be the default finish line of a veterinary career • The “perfect associate job” test for deciding what you actually want • Why enjoying business problems matters more than already knowing business • The relationship between control and responsibility • How to test-drive leadership and ownership before investing in a hospital • Different paths to ownership, from partnerships and buy-ins to de novos and solo ownership • Why talking to current owners may be one of the best ways to figure out your next move If ownership makes you nervous but also gets you a little excited, you don’t have to decide today. Get curious, get closer to the business, and figure out whether you actually like the job before worrying about how to buy one. Follow for more: FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠ IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠ LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

Being a nice leader sounds like a good thing. Until being nice means avoiding the conversations your team actually needs you to have.  When leaders avoid accountability because they don’t want to hurt someone’s feelings, create conflict, or be disliked, they may be protecting someone’s comfort today while creating a much bigger problem tomorrow.  In this episode of Choose People Love Pets, Dr. Armstrong and Phoebe unpack the difference between leading nice andleading kind and why kindness sometimes requires saying the uncomfortable thing.  They talk about coaching struggling employees, addressing uncomfortable issues, holding people accountable, protecting your highest performers, firing difficult clients, and recognizing when letting someone go may actually be the kindest decision.  Because kindness without accountability isn’t kindness.  In this episode: Why nice leadership can create resentment, confusion, and burnoutThe difference between protecting someone's feelings and actually supporting themWhy your best employees notice when poor performance goes uncheckedHow to approach difficult feedback with empathyWhy being liked is not the same as being trustedHow avoiding accountability creates unfairness across your teamWhy difficult conversations get easier with practiceHow leaders model the standards they expect from everyone elseWhen letting someone go can still be a kind leadership decision This episode’s challenge: Identify one conversation you’ve been avoiding.  Then ask yourself: Am I avoiding this because it’s actually best for them and the team, or because having it would make me uncomfortable?  The conversation you avoid today becomes the problemyou manage tomorrow.  Comfort is not the goal of leadership. Growth is.  Nice leaders avoid hard conversations. Kind leadershave them. Follow for more: FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠ IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠ LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

Modern Animal’s acquisition by Chewy has become one of the most significant and debated developments in veterinary medicine.In this episode, Dr. Christie Long joins Dr. Brianna Armstrong to share her unconventional journey from software and operations to veterinary medicine and eventually becoming Chief Medical Officer of Modern Animal. Dr. Long explains the original vision behind Modern Animal, the challenges of scaling its technology-enabled and membership-based model, and the lessons the company learned while expanding beyond California.Dr. Long also discusses the financial realities of building a venture-backed veterinary company, why the fundraising environment became more difficult, and what led Modern Animal to join Chewy. Dr. Armstrong and Dr. Long address concerns surrounding corporate consolidation, vertical integration, pharmacy, insurance, pricing, and what Chewy’s expanding healthcare ecosystem could mean for independent veterinary hospitals. Dr. Long also responds to the public reaction surrounding the acquisition and explains why personal relationships may remain independent practices’ greatest competitive advantage.This is a candid conversation about entrepreneurship, culture, scale, ownership, and what the Modern Animal and Chewy partnership could signal for the future of veterinary medicine.Key Takeaways- The hardest part of building a veterinary company is not necessarily building the hospitals. It is creating jobs, career paths, leadership systems, and a culture that talented people want to join.- Growth exposes assumptions. Modern Animal’s rapid success in Southern California did not automatically translate into other markets, forcing the company to rethink its branding, membership options, marketing, and accessibility.- Venture-backed growth creates a race against time. Companies must prove their model, reach meaningful scale, and attract additional capital before their financial runway ends.- Scale and independence are not the only two options. Christie views the acquisition as a way to access capital, talent, technology, and customers that could allow Modern Animal to pursue ideas it could not accomplish alone.- Independent practices still have a major advantage. Personal relationships and meaningful human connection remain difficult for any large organization to standardize or scale.- The future of veterinary medicine should not be framed only as corporate versus private. The more important questions may be who makes the decisions, how teams are treated, whether medical quality is protected, and whether the business creates genuine value for patients, clients, employees, and the profession. About Dr. Christie LongDr. Christie Long is a veterinarian, builder, and Chief Medical Officer of Modern Animal. Before entering veterinary medicine, she worked in software development, project management, and operations. Her career has included clinical practice, veterinary telehealth, corporate veterinary development, and the creation and expansion of Modern Animal’s technology-enabled veterinary hospitals.Through her work, Christie has focused on improving the veterinary experience for patients, clients, and the people delivering care. She now enters the next chapter of that work following Modern Animal’s acquisition by Chewy.ConnectLearn more about Modern Animal: https://www.modernanimal.com/Connect with Dr. Christie Long: https://www.linkedin.com/in/christie-long-dvm-b4b51a117/Follow Choose People Love Pets: If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it.Follow for more: FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠ IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠ LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

What happens when the career you love is no longer sustainable?  After decades of building a thriving mixed animal practice, Dr. Christine Staten found herself facing chronic pain that forced her to rethink what the next chapter of veterinary medicine could look like. Instead of stepping away from the profession, she went back to school for her MBA and created Veterinary MBA, a business dedicated to helping practice owners build practices that are profitable, sustainable, and fulfilling.  In this episode, we dive into the mindset behind her incredible career, why she believes burnout isn't inevitable, and how intentional systems—not working harder—allow practice owners to create more impact without sacrificing their lives. We also discuss leadership, mentorship, hiring, time management, community, AI, and the lessons she learned after losing her first five associates.  Whether you're a practice owner, an aspiring leader, or simply trying to build a career with more purpose, this conversation is full of practical advice and honest reflections.  In This Episode  • Why Dr. Staten chose to expand her impact instead of slowing down  • The health challenges that led her to reinvent her career  • Going back to earn an MBA at 50 and how it transformed her leadership  • Why Veterinary MBA was created and the mission behind it  • Burnout, systems, and the biggest misconceptions about practice ownership  • The importance of community for veterinary leaders  • Why "work-life balance" is the wrong goal and what to pursue instead  • Time audits, time blocking, and designing your life intentionally  • Delegation, mentorship, and building systems that create freedom  • Lessons learned after losing her first five associate veterinarians  • Hiring for culture instead of just clinical skills  • Building successful retreats and mentorship communities  • How she approaches AI while keeping human connection at the center of leadership  Connect with Dr. Christine Staten  veterinary_mba Adobe Veterinary Center: https://adobevetcenter.com/ Follow Dr. Christine Staten for practical insights on veterinary leadership, practice ownership, and building sustainable veterinary businesses.    If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

Every leader wants employees to speak up—but if you constantly find yourself saying, "I wish someone had told me sooner," your open door policy may not be working the way you think.  In this episode, Dr. Brianna Armstrong and Phoebe Valdez unpack why simply telling your team your door is always open isn't enough to create psychological safety. They explore the hidden power dynamics that make employees hesitate to speak honestly, why leaders often hear the truth only during exit interviews, and how great leaders intentionally create environments where feedback feels safe.  You'll learn practical ways to move beyond passive accessibility and build a culture where your team feels comfortable sharing concerns, solving problems together, and helping your hospital continuously improve.  In this episode, we discuss:  Why open door policies often fail   The hidden power dynamics every leader needs to understand   How employees perform a "risk calculation" before speaking up   The difference between accessibility and psychological safety   Why exit interviews reveal what leaders should have known all along   Practical ways to invite honest feedback   How curiosity—not defensiveness—builds trust   Simple leadership habits that create healthier teams    Key Takeaways  An open door policy doesn't automatically create trust.   Psychological safety must be intentionally built.   Employees often filter feedback because of the inherent power imbalance.   Leaders should actively seek feedback instead of waiting for it.   Anonymous surveys and regular one-on-ones provide safer opportunities for honesty.   Curiosity is more powerful than defensiveness.   The best cultures normalize disagreement and collaborative problem-solving.   Listening before solving strengthens relationships and often leads to better solutions.    Memorable Quotes  "Just because the door is open doesn't mean people will walk through it."  "People don't stay silent because they don't care. They stay silent because they're doing a risk calculation."  "The information was always there. The environment wasn't."  "Great hospitals don't avoid conflict. They get curious about it."  "The quality of your leadership is hidden inside the feedback people are afraid to give."  "Stop telling your team your door is open. Show them."  Resources Mentioned  ✅ Anonymous Culture Survey Template: https://docs.google.com/forms/d/1duOs1X1CmlLXlum74OLTnzuO2SOeyeJ2DIP4rCJNfMc/copy  Call to Action  If this episode challenged your thinking, send it to another leader who's trying to build a healthier workplace.  Then try this with one team member this week:  "What's one thing we could be doing better that you think I don't see?"  Resist the urge to explain or solve the problem. Simply listen.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

What if the biggest predictor of your success as a veterinarian isn't your medical knowledge—but your ability to communicate, lead, and connect with people?  In this episode, Dr. Brianna Armstrong sits down with Dr. Dani McVety, veterinarian, entrepreneur, speaker, and co-founder of Lap of Love Veterinary Hospice, for an honest conversation about the experiences that shaped her career. From repeating a year of veterinary school and failing the NAVLE to building one of the largest veterinary organizations in the country, Dani shares the lessons that transformed setbacks into opportunities for growth.  Together, they discuss the importance of communication in veterinary medicine, building trust with clients, creating strong teams, navigating entrepreneurship, balancing family and career, and what it really takes to lead through uncertainty.    In this episode, we discuss:  Dani's early exposure to entrepreneurship and how her parents influenced her mindset  How volunteering in human hospice changed the way she views veterinary medicine  Why communication—not medicine—is often what clients remember most  The books, habits, and lifelong learning that shaped her leadership style  Repeating a year of veterinary school, failing the NAVLE, and embracing failure as part of success  Why emotional intelligence and bedside manner are essential clinical skills  Building Lap of Love from a side project into a nationwide organization  Choosing the right business partners and hiring for personality and values  Leadership lessons from scaling a rapidly growing company  Balancing entrepreneurship, motherhood, and family while building a career  The importance of emotional stability during times of stress and uncertainty  Why defining success on your own terms leads to a more fulfilling veterinary career  Memorable Quotes  "Communication is what builds trust. Without trust, even the best medicine can't make an impact."  "No one will ever ask where you graduated in your class. They will remember how you made them feel."  "Failure isn't the end of your story. Often, it's where the most important growth begins."  Connect with Dr. Dani McVety  Linkedin: https://www.linkedin.com/in/drdanimcvety/  Instagram: @drdanimcvety  Facebook: @drdanimcvetyleinen  Website: lapoflove.com  Connect with Dr. Brianna Armstrong  Linkedin: https://www.linkedin.com/in/brianna-armstrong-dvm/  Instagram/facebook/tiktok: @drarmstrongdvm   Follow along for more conversations about leadership, career growth, and creating a sustainable, fulfilling life in veterinary medicine.   If you enjoyed this episode, please subscribe, leave a review, and share it with a colleague who could benefit from the conversation.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

Have you ever wondered whether you're actually burned out on veterinary medicine—or just burned out by the place you're practicing it?  In this episode, Dr. Brianna Armstrong and Phoebe Valdez tackle a difficult but important question: How do you know if you're in a toxic work environment? More importantly, what should you do when you've realized it's time to move on?  Veterinary medicine itself is not inherently toxic. But some workplaces are. When we confuse the profession with the environment, we risk walking away from careers we once loved.  This conversation explores the warning signs of toxic culture, why people stay longer than they should, how to evaluate your next workplace, and how to leave with integrity when it's time for a change.  In This Episode  5 Signs You May Be Working in a Toxic Environment  1. Fear is Driving Behavior  2. Problems Are Always People, Never Processes  3. Turnover Is Constant  4. Speaking Up Changes Nothing  5. You Don't Feel Like Yourself Anymore  Before You Leave  If you're on the fence, consider having an honest conversation with leadership first.  Approach the conversation with:  Curiosity instead of accusation   Specific examples   A desire to understand   A willingness to collaborate on solutions   How leadership responds can tell you a lot about whether change is possible.  How to Evaluate Your Next Hospital  Before accepting a new position:  Talk to current team members.   Ask why previous employees left.   Read online reviews.   Request a working interview.   Observe how the team handles stress and conflict.   Ask about the hospital's values.   Make sure the culture aligns with your own values.   Remember: hospitals interview candidates, but candidates should be interviewing hospitals too.  How to Leave Your Hospital Well  Leaving professionally protects your reputation and helps move veterinary medicine forward.  Give Appropriate Notice  Read your employment contract carefully.   Follow any notice requirements outlined in your agreement.   At minimum, provide two weeks' notice.   For veterinarians, managers, and leadership roles, one to two months' notice is often more appropriate when possible.   Stay Professional Until the End  Continue showing up and doing quality work.   Avoid disengaging or becoming negative.   Finish strong and leave your team in the best position possible.   Don't Burn Bridges  Avoid dramatic exits.   Don't vent on social media.   Don't attempt to "get even."   Veterinary medicine is a small profession, and your reputation matters.   Provide Constructive Feedback  If you're asked why you're leaving:  Be honest.   Be specific.   Focus on behaviors and systems, not personal attacks.   Share feedback with the goal of helping future team members.   Remember Your Goal  The goal is not revenge.  The goal is a healthier future for yourself.  Key Takeaway  Every time someone leaves a toxic workplace and chooses a healthy one, they're casting a vote for the future of veterinary medicine.  Great hospitals deserve great people.  And great people deserve great workplaces.  Connect With Us  Dr. Brianna Armstrong Instagram: @drarmstrongdvm  Phoebe Valdez Instagram: @phoebe_valdezz  If this episode resonated with you, share it with someone who may need to hear it. And if you have thoughts on toxic workplace culture in veterinary medicine, we'd love to hear from you.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

In this episode, Dr. Brianna Armstrong sits down with veterinary leader and educator Dr. Eleanor Green for a deep conversation on leadership, veterinary education, innovation, and the future of the profession.  Dr. Green reflects on her journey from aspiring equine veterinarian to becoming the first female dean at Texas A&M University College of Veterinary Medicine and later helping found the Lyon College School of Veterinary Medicine. Together, they explore how leadership evolves, how culture is shaped from the top down, and why adaptability may be one of the most important skills future veterinarians can develop.  The conversation also dives into AI, virtual reality, simulation-based education, and how technology could fundamentally reshape veterinary medicine and veterinary schools in the coming decades.  In This Episode  Dr. Green’s unexpected path into leadership   What it’s actually like to serve as a veterinary dean   Building healthy organizational culture in veterinary medicine   The importance of integrity, listening, and psychological safety   Being a woman leader in veterinary medicine during a very different era   Adaptability quotient vs resilience   Conflict resolution and leadership communication   Founding a new veterinary school vs leading an established institution   The origins of the Veterinary Innovation Summit   How CoVet AI and AI tools may reshape veterinary education   Virtual reality, simulations, and the future of clinical training   Why veterinary medicine must evolve to stay future-ready   Memorable Quotes  “Leaders make the lives of the people in their organization better.”  “It’s not about career-ready veterinarians. It’s about future-ready veterinarians.”  “Culture starts at the top.”  “Our number one choice is for you to be happy here. Our number two choice is for you to be happy somewhere else.”  Organizations & Topics Mentioned  Texas A&M University College of Veterinary Medicine   Lyon College School of Veterinary Medicine   Singularity University   Association of American Veterinary Medical Colleges   CoVet AI   Veterinary Innovation Summit   AI in veterinary medicine   Virtual reality and simulation training   Veterinary leadership and culture  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

Not all conflict is bad—but how someone talks about conflict in an interview can tell you everything.  In this episode, we break down one powerful interview question that reveals whether a candidate brings ownership or blame into your culture. Because in any hospital, conflict is inevitable—but toxicity is optional.  If you want a team that communicates, grows, and takes responsibility, this is the filter you can’t afford to skip.  What You’ll Learn  The exact interview question that exposes mindset   Why conflict handling matters more than clinical skill   The difference between ownership vs. blame in candidate responses   Real examples of red flag vs. green flag answers   Why “on the fence” should almost always mean no hire   How small behaviors in interviews predict real client interactions   The Question to Ask  “Tell me about a time you had a conflict with a team member—what happened?”  Then stop talking—and listen.  Red Flags 🚩  Blames the other person, management, or the system   Avoids conflict altogether   Lacks self-reflection   Positions themselves as the “hero” in every story   Can’t identify their role in the breakdown   👉 That mindset doesn’t change after you hire them.  Green Flags ✅  Takes ownership of their role in the conflict   Reflects on what they could have done differently   Shares how they approached resolution directly   Demonstrates growth and behavior change moving forward   👉 “I could have communicated sooner…”  👉 “I contributed to the tension by…”  That’s self-awareness. That’s coachable. That’s culture-building.  Key Takeaway  Hire for ownership.  You can train skills—but self-awareness and accountability are much harder to teach.  Bonus Hiring Insight  If you’re on the fence, it’s probably a no.  The best hires feel like a clear yes—often within the first few minutes. Trust that signal and wait for the right people.  Call to Action  If this episode helped you think differently about hiring, share it with another veterinary leader or hospital manager.  And if you want more episodes like this, send us a message or drop a comment—we’re building this for you.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

Why do so many high-achievers feel stuck in their own lives?  In this episode, Dr. Brianna Armstrong sits down with Dr. Lucette Beall—veterinarian, entrepreneur, and author—to unpack the internal patterns that keep us from reaching our full potential.  After navigating divorce, a cancer diagnosis, financial hardship, and stepping away from her veterinary practice to care for her brother following a traumatic brain injury, Dr. Lucette developed a powerful perspective on resilience, self-trust, and the role our thoughts play in shaping our reality.  This conversation goes beyond surface-level mindset advice. Together, we explore why negative self-talk is so common, how it impacts our ability to move forward, and what it actually looks like to interrupt those patterns and rebuild from the inside out.  If you’ve ever felt stuck, overwhelmed, or caught in a loop of self-doubt—this episode will challenge the way you think about your thoughts.  🔑 What You’ll Learn  Why up to 80% of our thoughts are negative—and how that shapes our reality   The hidden ways high-achievers self-sabotage through internal narratives   How your brain’s “autopilot” keeps you stuck in the same patterns   The connection between mindset, resilience, and real-life outcomes   A simple daily practice to start shifting your thoughts immediately   How to separate your identity from external expectations   Why self-trust—not external validation—is the foundation for change   🛠️ Key Framework: Reverse, Reframe, Rebuild  Dr. Lucette breaks down her 3-step approach to transforming your mindset:  Reverse → Become aware of the thoughts and patterns you’ve been running on autopilot   Reframe → Shift the meaning you assign to situations and experiences   Rebuild → Take aligned action that reinforces a new identity and direction   🔥 Key Moments  The life-changing decision to step away from her practice to care for her brother   What hitting financial rock bottom taught her about mindset and opportunity   The role of intuition—and why ignoring it can lead to long-term regret   How a simple morning routine helped her completely shift her trajectory   Why “being right” can keep you stuck—and what to do instead   💬 Memorable Quotes  “People want to be right more than they want to be healed.”   “You’re 100% responsible for yourself—and 0% responsible for others.”   “If you don’t change what you’re telling yourself, nothing else changes.”   🎯 Action Step  Start with a simple morning reset:  5 minutes of quiet (meditation or stillness)   Write down 3 things you appreciate about your life   Write down 3 things you appreciate about yourself   Consistency—not perfection—is what creates change.  🧠 Free Resource: Your Brain Reset Blueprint Want to take what you heard in this episode and actually apply it? Lucette Beall created a free 5-part email series designed to help you break out of the thought patterns that keep you stuck. Each email is quick (under 4 minutes), and includes: A real-life story highlighting a common mental patternA simple, actionable step to shift itA practical way to start rewiring how you thinkLink to free resource: 👉 yourbrainresetblueprint.com 🎧 Connect + Follow  Dr. Lucette's contact info:   Website: www.drlucette.net  Instagram: www.instagram.com/drlucette  YouTube: www.youtube.com/@drlucette  Facebook: www.facebook.com/drlucetteb  TikTok: www.tiktok.com/@lucettebeall  LinkedIn: https://www.linkedin.com/in/dr-lucette-beall-aa395744/  Email: [email protected]    If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it.  Follow CPLP for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

If your team is constantly texting you on your day off, interrupting your vacation, or relying on you to solve every small problem — this isn’t a team issue. It’s a leadership pattern.  In this episode of Choose People Love Pets, Dr. Brianna Armstrong and Phoebe Valdez break down why leaders become the bottleneck in their hospital, how that dependency gets unintentionally created, and what to do instead.  You’ll learn how to build a team that can think independently, make decisions confidently, and operate effectively — even when you’re not there.  Because the goal isn’t that your team doesn’t need you… It’s that they don’t need you for everything.     🔑 What You’ll Learn  Why your team keeps coming to you for answers (and how you trained them to do it)   The difference between supporting your team vs creating dependency   How “helpful” leadership can accidentally lead to learned helplessness   The role of psychological safety in decision-making   How to coach instead of fix — without abandoning your team    🛠️ The Framework: Stop Being the Bottleneck  1. Reframe the Problem  It’s not that your team can’t solve problems — It’s that they’ve been trained to bring them to you.   2. Understand Why They Ask  Your team is coming to you because:  It’s faster   It feels safer   They’re afraid of being wrong   They lack clear decision-making frameworks   You’ve reinforced the behavior (even unintentionally)    3. Create a Decision Filter (Red / Yellow / Green)  🔴 Red: Call immediately (safety, ethics, emergencies)   🟡 Yellow: Make a decision, update later   🟢 Green: Fully owned by the team   If everything is red, nothing is.   4. Change How You Respond  Instead of giving answers, start asking:  “What do you think?”   “What options are you considering?”   “If I wasn’t here, what would you do?”   Then pause. Let them think. Let them decide.   5. Use Values as Decision Tools  Guide decisions through:  Patient safety   Team support   Client experience   Your values should drive decisions, not just live on the wall.   6. Reinforce Ownership  Celebrate effort and thinking — not just outcomes   Encourage imperfect but safe decisions   Build confidence through trust     🧪 Try This: The 30-Day Challenge  Prep your team for the shift   Pause before answering questions   Replace “I’ll just do it” with coaching   Empower one person or one decision category   Or start small:  👉 This week: Pause before you respond     ✈️ The Vacation Test  Ask yourself:  If I left tomorrow, what would break?   Who would panic?   What decisions would stall?   Your answers reveal where you’re still the bottleneck.     💬 Key Quotes  “If your team can’t function without you, that’s not loyalty — it’s dependency.”   “If every decision flows through you, you didn’t build a team — you built a funnel.”   “Every time you answer instead of coach, you reinforce the behavior.”   “The goal isn’t that they don’t need you. The goal is that they don’t need you for everything.”     📣 Call to Action  If this episode resonated with you, send it to a leader who needs a real vacation.  And if you’re ready to start building a team that can think, decide, and lead — start by pausing before your next answer.     🔗 Connect With Us  Follow Choose People Love Pets for more conversations on leadership, culture, and building veterinary teams that actually work.  Have a scenario you want us to break down? Send us a DM — we’d love to hear it Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

What happens when the path to becoming a veterinarian doesn’t go the way you planned?  In this episode of Choose People Love Pets, Dr. Brianna Armstrong sits down with Dr. Christien Bolden, relief veterinarian and host of the More Than a Dogtor podcast. Dr. Bolden shares his deeply personal journey through veterinary medicine—from not passing the NAVLE twice, to navigating burnout, to ultimately redefining what success and fulfillment look like in his career and life.  Together, they explore the pressures young veterinarians face, the identity crisis that can happen when your career becomes your entire sense of self, and the importance of creating space to be more than just your professional title.  Dr. Bolden also shares how mentorship, reflection, and prioritizing his family helped him rebuild his relationship with veterinary medicine and ultimately led him to create a platform supporting veterinary students and early-career veterinarians.  This conversation is a powerful reminder that failure doesn’t define your future—and that sometimes the hardest moments in your career can become the foundation for helping others.  In This Episode  What “More Than a Dogtor” really means   The identity crisis many veterinarians experience early in their careers   Dr. Bolden’s experience not passing the NAVLE twice and how it shaped his path   The role mentorship played in rebuilding his confidence   Why authenticity matters in veterinary medicine   The biggest struggles new veterinarians face in their first few years   Learning to set boundaries and prioritize life outside of work   Burnout, sabbaticals, and reclaiming balance in your career   Relief work as a path to rediscovering purpose   Why communication skills are one of the biggest gaps in veterinary education   The inspiration behind Dr. Bolden’s podcast and mentorship initiatives   How he is helping students prepare for the NAVLE through coaching and mentorship   Key Takeaway  Your title as a veterinarian is only one part of who you are.  Creating a sustainable career in veterinary medicine requires space for authenticity, mentorship, and personal growth—because the healthiest professionals are the ones who remember they are people first.  About the Guest  Dr. Christien Bolden is a veterinarian, mentor, and host of the More Than a Dogtor podcast. A graduate of Tuskegee University, Dr. Bolden is passionate about supporting veterinary students and early-career veterinarians as they navigate the challenges of entering the profession.  Through his podcast, mentorship work, and NAVLE preparation initiatives, he aims to create spaces where veterinary professionals can share their stories, support one another, and remember they are more than just their titles.  Connect with Dr. Christien Bolden Instagram: @thebayouvetPodcast: More Than a Dogtor Email: [email protected]