As a veterinary professional, it can be easier to identify the parts of the career you do not like. It is natural to focus on the negative, being wired for negative biases. Flipping the scenario to what you do want can be daunting, yet necessary. Let’s shift from the “Don’t Want” to the “Want” list. It has become very clear to me some people focus on what they do not want without considering what they do want. What is your experience? The topic that is forefront in my coaching conversations these days is about transforming careers, but the underlying focus is defining what the individual wants to manifest. The conversations go something like this: Rebecca Rose (RR): “I am happy you have chosen to take the reins in designing your career. What is it you want in your career and life?” Veterinary team member (VTM): “I’m not sure.” RR: “Can you describe to me what it is you don’t want?” VTM: “Yes! I don’t want to low-balled, disrespected, ignored, underappreciated, understaffed, …” RR: “Good to know. What kind of team do you want to work with?” VTM: “I’m not sure.” RR: “Can you describe to me what kind of team you don’t want?” VTM: “Yes! I don’t want to work with people who gossip, deliver poor-quality medicine, aren’t accountable, are rude, …” RR: “How much money do you need to make, annually?” VTM: “I’m not sure.” RR: “Can you describe to me the amount of money you know you don’t want? VTM: “Yes! I don’t want what I am currently making…” See a trend? In my experience, the Don’t Want list is long, descriptive, and felt with great conviction. The Want list is undefined, nondescriptive, and lacking luster. Which list can you create without overthinking it? My point is this, you get what you focus on. Clarity in your life and career is needed for you to bring it to fruition. A step in transforming your life and career is to clearly determine what you value and want, which can be difficult at times. You are encouraged to fill out the questions listed below to get you started in the right direction. Whether you are new to working within the veterinary community or not, there are a few tips and tricks that may help you land the ideal position, or continue to grow into, at the best veterinary hospital for you. Some soul searching about your future may help determine your personal and professional values. Then consider what you are seeking in your career within veterinary practice (i.e. what will make or break “the deal”). Finally, set expectations on what to identify for the interviewing or negotiating process. Outline your values Job hunting or career designing begins by determining your personal and professional values. This is where the soul-searching starts, where the rubber meets the road. You may initiate the process by completing some guide statements. As you begin the creative exercise, allow your thoughts and suggestions to flow, without boundaries. Allow real brainstorming to occur, because when you express yourself authentically you can create a dynamic career. Be bold, be bright, be courageous in writing your thoughts. Consider what you believe about being a veterinary professional, as well as how you serve pets and pet owners. Some examples of commonly shared values include: Believing in providing the best veterinary medicine to every pet that walks in the door; Believing each day it is my responsibility to give my best for the pet, pet owner, and veterinary team; Believing in trustworthiness; in continually learning and training. In regard to: Serving pets, I believe… Serving veterinary clients, I believe… Being a part of an efficient, skillful veterinary team, I believe… My personal time and satisfaction, I believe… My personal passion, I believe… My personal well-being, I believe… I hold ________ in high regard when it comes to my personal time. I hold ________ in high regard when it comes to providing veterinary care. Now that you have identified these, hold true to your values. Find a veterinary hospital and team aligning with your values as this will lead you to being an efficient and passionate veterinary team member. Career requirements There are basic needs (or wants) you may have for your “ideal” veterinary practice. You may need to live near your parents or find a practice in a community with exceptional schools for your children or live in recreational paradise. You may have a salary and benefits package in mind. Consider the size of the practice, services provided, and the standard of care you seek to deliver. There may be additional considerations. Write them down, put pen to paper. Declare what you need and want. Write your Want list. As an example, fill in the blanks: Desired location is ______, with ______ opportunities. Annual income of $ ______, with a benefits package, including ______. Doctor-to-team member ratio is one veterinarian to ______ team member. I like a 1:6 ratio, but I am an optimist! Hospital provides the following services: ______, ______, ______, …. Equipment or additional resources to include ______. “Quality care” is defined as ______. Interview process overview Now that you have shifted from the long, exhausting Don’t Want list and wrote a clear Want list, how do you move these concepts into reading a job announcement and job interview? Following are considerations in “Green – Good, go!” and “Red – Halt, stop!” Use this is a quick reference checklist. 1) Interview process Green flag i) Well-written job announcement with pre-screening and drug testing ii) Updated website iii) Engaging Facebook page and other social media iv) A manager leading the hiring process v) A video tour of the facility, with cheerful team members vi) Credentialed veterinary team members vii) Valuable benefits package, defined Red flag i) Lousy written job announcement without pre-screening and drug testing ii) Owner-veterinarian is the only contact and doing the hiring iii) Outdated website iv) No credentialed veterinary technicians on staff 2) Interview concepts Green flag i) Email correspondences are professional and well-written ii) Google Reminder or another app utilized in scheduling iii) Offers to meet virtually or phone interview iv) May send out phone interview questions beforehand v) Team phase training (for veterinarians, too!) and teambuilding vi) Working interview, preferably paid vii) Formally trained and supported management team viii) Formally trained and supported veterinary technicians and assistants ix) 15 percent team turnover (national average of 13.5 percent, although higher in hospitality industries)1 x) Productive team meetings xi) Consistent team messaging in the services and products provided Red flag i) Poor and/or untimely email correspondences ii) No management team iii) Overhearing gossip or sense negative attitudes iv) No team training, team building, or funds for continuing education v) High team turnover vi) No team meetings You have been given nearly all you need to define your Want list and bring it into a tangible state. All you need to do is be convicted and confident in bringing it to fruition. “Feel the fear and do it anyway,” is a lifelong motto of mine that has served me well. Now is the time for you to feel the fear (or concern, or anxiety) of reaching your greatest potential in designing and maintaining the career of your dreams and doing it anyway! Rebecca Rose, RVT, CCC (certified career coach), CPEP (certified peaceful euthanasia professional), has a diverse background serving the veterinary community as a credentialed team member and leader, with more than 38 years of experience. Rose has worked in and managed veterinary clinics, collaborates with industry partners, authors articles and books, and facilitates engaging team workshops. She was recently appointed to the Colorado State Board of Veterinary Medicine as one of the first RVT members. Reference https://www.imercer.com/articleinsights/workforce- turnover-trends
