PetVet June/July 2022

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VOL. 5 ED.3 • JUNE / JULY 22

A PRACTICAL GUIDE FOR PET HEALTH PROFESSIONALS

5 Ways to

“Green”

YOUR HOME AND PRACTICE

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June / july 2022

A Practical Guide for Pet Health Professionals

CONTENTS 4

PetVet Advisory Board

5

Veterinarian Life Advice

6

5 Ways to “Green” Your Home and Practice

8

Home Sweet Work: The Importance of Finding Fulfillment Through Work Culture

16

12 Maintaining Canine Mobility Through Multi-Modal Management of Osteoarthritis 20 Recent NAVC Initiative Empowers Veterinarian Nurses and Technicians 28 Identifying & Addressing Inequality in the Workplace 32 PetVet 10: See How Many You Can Do! Inquiries info@barkleigh.com (717) 691-3388

TO THE NEXT LEVEL with

Editorial rebecca@barkleigh.com

24

Advertising james@barkleigh.com

PetVetMag @PetVet_Magazine Copyright June 2022. PetVet Magazine is published bimonthly by Barkleigh Productions, Inc, 970 West Trindle Road, Mechanicsburg PA 17055. Postmaster: Send change of address to Pet Vet Magazine c/o Barkleigh Productions, Inc., 970 West Trindle Road, Mechanicsburg PA 17055. No part of this publication may be reproduced without written permission of the publisher. Editorial offices: 970 West Trindle Road, Mechanicsburg PA 17055. (717) 691–3388 FAX (717) 691–3381 Email: info@barkleigh.com

PETVET MAGAZINE

3

ADVISORY BOARD

Meet our EDITORIAL ADVISORY BOARD!

Courtney A. Campbell DVM, DACVS-SA

PetVet’s advisory board is here to help ensure quality content to motivate & educate Veterinarians and their staff.

Jenifer Chatfield DVM, Dipl. ACZM, Dipl.

ACVPM

“My passions ultimately drove me towards becoming a veterinarian, but when I was growing up I briefly flirted with the idea of becoming a magician.

As a veterinarian, the ability to save lives, keep animals healthy, and strengthen the human– animal bond makes me realize there’s nothing more magical than that.”

STAFF

Executive Editor Rebecca Shipman

Publisher Barkleigh Productions, Inc.

Art Director Laura Pennington

President Todd Shelly

Sr. Graphic Designer Brandi Aurelio

Vice President Gwen Shelly Chief Operations Officer Adam Lohr

4

“People should be so lucky as to get to be a veterinarian. The broad-based education empowers us to be successful in multiple fields and affords us the opportunity to choose how we spend our professional time.”

Graphic Designer Josiah Malinich Web Master Luke Dumberth

Julie Legred CVT “I have worked in many areas of veterinary medicine and veterinary technology over the last thirty five years, and it is amazing how far our profession has grown and paved the way for the betterment of animals' lives and happiness, as well as improving public health issues. It is an honor for me to be a part of this advisory board to offer additional education and opportunities to grow in our profession.”

Marketing Consultant Alex Hammersla

Lisa Powell DVM, DACVECC “I have had the privilege of working with a variety of animals in my career and my passion has allowed me to be involved in teaching veterinary students, interns, residents and other veterinarians. I continue to enjoy going to work every day to help critically ill dogs and cats, and love the client interactions as well. I am proud to be a part of this advisory board to help teach and spread my love for this profession to others in the veterinary community.”

Kathryn Primm, DVM, CVPM

Social Media Coordinator Cassidy Ryman

“Animals mean so much to the human condition. It is my privilege to make lives better every day! I cannot imagine myself in any other career.”

Director of Marketing & Client Relations James Severs Administrative / Marketing Assistant Karin Grottola

PETVET MAGAZINE

VETERINARIAN LIFE ADVICE

“

V ET E R I NA R I A N

THAN WORKING

SIDE BY SIDE

VETERINARY

TECHNICIAN

“ – Dana Varble, DVM, CAE

NAVC Chief Veterinary Officer

PETVET MAGAZINE

5

lifestyle

5 Ways to

Your Home and Practice

By Stephanie Moram

O

ne of the top ways you can care for the long-term health of our animal friends and our planet is by making greener choices in your business and in your home. Our pets are frequently exposed to chemicals and toxins and are constantly producing waste— from litter and food containers to discarded toys.

Implementing eco-friendly policies and habits into your veterinary practice and at home can showcase

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6

your commitment to a healthier, greener environment.

Going green is not all or nothing; it’s about taking small, manageable steps that will excite you, not overwhelm you. You get to choose the initiatives that work best for your organization and for your lifestyle.

Here are a few easy ways to contribute to a more sustainable future:

Rethink pet food and treats.

Reduce. Reuse. Recycle.

You probably read the labels on the food and treats you provide to the animals in your care—whether it’s for the patients in your practice or for your pets at home—but it’s important to educate your patients’ owners to do the same. Encourage your clients to purchase higher-quality pet food with humanely-raised and sustainably-sourced proteins. Also look for organic and real ingredients; ditch the preservatives. Create a list of your favorite brands and post it on your website or on your social media pages to encourage your clients to contribute to a greener future through the pet food choices they make.

Less really can be more, and a few simple changes can make a lasting impact!

Reduce: Look at going paperless.

Email clients their invoices, care instructions and other important information rather than printing the documents. Switch to online marketing—social media can be your friend! Implement digital record-keeping that eliminates duplicate copies of files and documents.

Reuse: Use old newspaper for indoor potty pads. (You can utilize pee pads as a back-up underneath, but the layers of newspaper will reduce the amount of plastic-lined pads needed.) Think about how you can PETVET MAGAZINE

reuse other items in the office. For example, old toilet paper rolls make excellent toys for cats (see below).

Recycle/Compost: Implement recycling and composting. Whatever is recycled and composted is that much less waste. Make the switch to compostable pet waste bags and kitty litter bags. Take it one step further and use eco-friendly kitty litter with cleaner ingredients that are better for the pets. Use natural compounds for cat litter such as pelleted, shredded paper or litter made from grains to help maximize the use of recycled materials.

3

Prioritize quality and / or repurpose pet bedding and toys.

More durable toys are less likely to end up in the trash after only

a few hours of play, which is good for your wallet and the planet. Rather than purchasing new goods for your patients, look for everyday items that might make great toys. Toilet paper rolls are perfect for cats and socks stuffed with plastic water bottles make fun toys for dogs.

When it comes to bedding for pets, buy beds with natural fill rather than polystyrene foam. Naturally-sourced, sustainable fill inside a sturdily-built bed can include dried beans, chopped hemp or cotton, or other natural fibers.

4

Buy secondhand before purchasing new.

Whether it’s furniture, office supplies or pet supplies, there are tons of secondhand options for sale. Not only

will you help the planet, but you will also save money. Facebook Marketplace is a great resource for quality items in like-new condition.

5

Create a green team.

Accountability is paramount when running a greenified business.

Designate a group of individuals to oversee your green initiatives.

Encourage brainstorming sessions to generate specific ideas on what to implement in your office, and to keep the staff motivated and excited about doing their part to be more eco-friendly.

Ultimately, it comes down to your mindset and determination to make our world a healthier, greener place.

No matter which of the above actions

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you decide to incorporate into your business or your home, know that every little bit helps. Simply take it one step at a time and you will soon be living the green life!  Stephanie Moram is a Green Living Expert, the CEO and Founder of Good Girl Gone Green, and host of the podcast Green Junkie, where she simplifies green living so you can waste less, have more, and save money. Now with over 10 years of experience, she has helped more than 20,000 people to not only live more sustainably, but to live with less, shop ethically, and reduce their exposure to toxins. With a combined social following exceeding 50,000, Stephanie has spoken at many at events, and has shared her expertise on television, podcasts and in published articles. You can follow Stephanie on Instagram @thisisstephaniemoram

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WHY IT MATTERS

The Importance of Through Work Culture

By Ashley Gray

W

ork-life balance” is a misleading term. It makes it sound like we can have all aspects of our life evened out on a scale…but that’s impossible. It’s an unrealistic expectation. There will always be some days where the scale tips more toward work, and other days where you get an entire afternoon at the park with your family, friends or pets.

As veterinarians, it can take time for us to feel fulfilled in both our personal and professional lives. I have found that work culture is one of the most important factors in achieving that fulfillment.

A general attitude among millennial veterinarians is that something needs to give. We’re not happy being offered jobs where we consistently have to work five to six days a week, be on call and have minimal 8

vacation days. We value our work, but we want to be more than just veterinarians. We want a job that fulfills us, makes us happy and allows us to explore other passions.

The toxic mentalities of “I did it so you have to do it too” and “This is just what we have always been doing” are not flying anymore—and this is making new waves in our profession.

Recent reflection has shown me that the key to finding fulfillment is a supportive job that shares your values. It took me three tries to find the right “work home” for me, and once you find your supportive job, everything else falls into place.

Dealing with Burnout If you told me while I was still in vet school that I would dread PETVET MAGAZINE

going to work within two years of graduating, I would never have believed you. After my internship, I worked as an emergency and general practice vet (50:50 split), and I was easily clocking 50- to 60-hour work weeks on a regular basis. I was not taking care of myself, and was feeling mentally and physically exhausted. Every morning when I woke up, I thought of excuses to get out of work. I was heading down the road to burnout and knew I needed to make a change.

What ultimately helped me overcome burnout was finding a more supportive job. For me, the answer was working fewer shifts each week, feeling valued at my job and being around happy, positive people. This job change made all the difference in how I felt about work every day.

At first, I was scared to quit and move on to something new. I wasn’t sure if the grass on the other side was truly greener—but it was! There are so many amazing jobs out there. But in order to find the place that suits you best, it’s important to figure out what you want and need first.

Everyone’s journey to overcoming burnout will look different. While eating healthier, working out and setting boundaries are only one part of the bigger picture, they’re absolutely essential.

One major thing I emphasize to vet students is to start focusing on health, fitness and boundaries while they’re still in school. Pulling all-nighters and eating ramen noodles is not going to set you up for success when you enter the real world. It takes time to build good habits, and starting while you’re still in school can make all the difference.

Finding Balance The other part of the equation is finding a work environment that supports you as a veterinarian and as a human. There are so many toxic, negative work environments out there, and I have experienced them firsthand.

As much as we try to separate work from life, our jobs do rub off on us.

And if we are exposed to negativity all day long, that will eventually spill over into our personal lives.

For veterinarians, each day on the job is unique. We have to switch gears quickly and change our emotions in a matter of minutes as we go from a euthanasia appointment to a first kitten visit. We interact with highly-emotional pet parents as well.

Having good balance in this type of work environment needs to start at the top. A management team that supports us through all the challenges of the job and shares our values makes our professional lives run more smoothly.

Nonetheless, finding a supportive work environment starts with you.

Make a list of all the things you value and want out of your ideal job and number them in order of importance.

What does your ideal day look like?

Will you have scheduled breaks? What is the staff turnover rate?

Create a list of questions you can ask during your interview to help you focus on getting the information you need to find the job that aligns best with your goals. These questions can be broader or more specific, but they still need to answer the question of how well the employer values and treats its staff.

The next thing you need to do is a working interview. This will allow you to see the hospital in action and determine whether it matches up with what you were told during your interview.

There are so many jobs out there that sound great on paper but fail to meet expectations in person. Finding the right work environment that values its

As much as we try to separate work from life, our jobs do rub off on us. And if we are exposed to negativity all day long, that will eventually spill over into our personal lives.

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Five-plus years ago, I never would have thought a career as a working–mom emergency vet could be sustainable. It sounds like long hours and a hard balance. Yet, I have found that it actually works better for me! people, provides support and treats its clients well can truly help you achieve the work-life balance you’re looking for.

Being a Working Mom and an Emergency Veterinarian There was a time in my life where I was not sure if I wanted kids. I didn’t know if I could be a good mom and remain a veterinarian, and I did not feel supported within my profession. There are countless job postings out there that do not have a paid parental leave policy or great benefits. The practical side of me was not sure how I could make it work, but then I saw other working parents in veterinary medicine.

Being able to learn from them helped

me feel confident that I could do it, too. And I am so glad that I am on this working-mom journey right now! It is the most fulfilling experience of my life.

Being a parent is not for everyone, but it is possible to create a family and have a life outside of the profession.

A moment that sticks out to me as a working parent is a time when our daycare had a COVID exposure and shut down for the rest of the week. My husband had a full day of meetings and I was also scheduled to work. We had no friends or family nearby to help, as we had moved to a new city. I called my medical director to explain the situation, and she had no problem allowing me to bring my baby to work

to hang out with me for part of the day. She even volunteered to come in and watch her if I got busy. Thankfully, it was a Tuesday, when we tended to be slower in the mornings. But what struck me was how it was a no-brainer that I could bring my daughter with me. The support I felt in that moment is something I will never forget.

Five-plus years ago, I never would have thought a career as a working-mom emergency vet could be sustainable.

It sounds like long hours and a hard balance. Yet, I have found that it actually works better for me!

When I worked in general practice, I was often working four to five days a week (10+ hours a day). Now, I work two to three 12-hour shifts a week. No matter what type of vet you are, we can all get stuck late on some shifts, but with emergency work, I have fewer days where I have to stay late.

Having a supportive spouse or family nearby also makes the longer days more manageable. On days that I work, I do not get to see my baby, but I am grateful that my husband is there for her. I can also work a weekend shift here and there so that I can take over on a weekday when my husband is busy. It has been a better balancing act for me, and on top of that, I make more money in emergency working fewer shifts.

Learning From Failure My first failure was not setting boundaries with my clients. As a new-grad vet, I made the mistake of giving my email to every client I met. I thought this would help me gain loyal clientele and make me more accessible to provide the best care.

What it actually led to was numerous emails I would then need to address on my days off, which prevented me from decompressing in my personal time.

In one particular instance that I’ll never forget, I had a client emailing me daily photos of her dog’s nail bed infection. Around day three, I did not respond because I was off, and the client 10

PETVET MAGAZINE

ended up waiting a few days longer than she should have. Her dog’s infection got much worse because she had been expecting me to reply. And when she found out the dog needed an amputation due to the severity of its condition (osteomyelitis), she dropped me as her vet and stopped seeing me. When I realized the harm that a lack of boundaries could cause, I knew something had to change.

The second failure is poor management. It’s important to feel fulfilled and valued in our profession, and having a management team that listens, supports and is open to change will allow a hospital to adapt to its specific needs. I have been surrounded by topdown management strategies for a long time now, and those simply don’t work anymore. No one wants to be told what to do by people who aren’t even working on the floor with them.

The field is changing, and having management take the role of coach is

something I am striving for as a medical director. I want to support and empower my team. I learned the importance of this through prior poor management and am grateful that this experience showed me the type of management and leadership style I want to adopt.

My third failure is saying “no” to myself. Hands down, I am a “yes girl.” This mentality has allowed me to push myself and take chances. It keeps my extroverted side happy. However, it has also caused me to put myself and my own needs on the back burner. There were times when my self-care suffered and when I could have used a “me” day. Learning this about myself has motivated me to take better care of myself and take stock of what I need each day.

If you’re struggling with burnout and are uncertain about your future, stay the course and don’t give up. You are your strongest advocate. Take time to figure

out what you need and want in life, know your values, define your boundaries, and make your health and wellbeing a priority.

Finding balance as a veterinary professional and as a human being is never an easy or straightforward path, but it is always within your reach.  Ashley Gray is a Medical Director and emergency veterinarian with Veterinary Emergency Group. She graduated from VMRCVM in 2014 and pursued a small animal internship. Her career took off when she found her passion for mentorship and helping the future of vet med. She has written two books, “Becoming a Millennial Veterinarian” and the “New Vet Jumpstart Guide,” while also creating a company called Vets on the Rise (a community aimed at helping vet students and new grads). She lives in Charlotte, NC with her husband, 10-month-old baby, two dogs, and two cats.

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MAINTAINING CANINE MOBILITY

through Multi-Modal Management of Osteoarthritis

By Jennifer Jones Shults, DVM, CCRT

O

ur canine patients are living longer thanks to more sensitive diagnostics, improved medications and treatments, and our clients’ commitments to providing their furry family members with the best care. Especially in our larger canine patients, most of them will deal with arthritis pain as they age. Luckily, this is an area that continues to see additional options in management and treatment for our patients.

We know that a multi-modal approach in management of osteoarthritis will give the best results, but really, we want to intervene before boney changes are seen on radiographs. If you identify patients at risk for development of osteoarthritis—due to size or conformational disorders—we need to help those clients intervene early, before pain limits their pet’s activity.

Weight management We’ve heard it many times before: a lean body 12

weight is one of the best ways to minimize inflammation from arthritis. Excess fat is both a mechanical force on the joints and also induces more inflammation. In addition, this can be one of the most frustrating parts of treatment if your patient is already overweight or obese. It is best to discuss a healthy, lean body weight with your clients, even starting as a puppy, and incorporate your discussion of lean body weight into every interaction. Getting your staff on board is key as well. You can start by helping them learn what a lean dog should look like and identifying ideal body types within your patients.

Here are some specific recommendations you can incorporate into practice every day: 1. Have charts or pictures showing a variety of dogs that are underweight, ideal, overweight and obese. Beyond manufacturers’ available charts, there are many new artwork options that are attractive for your hospitals, and can be displayed in your

PETVET MAGAZINE

lobby and exam rooms.

2. Incorporate similar resources into your new puppy and annual exam report cards for clients. Always make sure to include the pet’s weight and body condition score in your report card, as well as the pet’s projected ideal body weight.

3. Make specific recommendations to help your patients lose weight, including diet, exercise and nutritional supplements.

Exercise All dogs need exercise—even those lap dogs! Weight-bearing exercise and movement are needed to maintain range of motion in joints. Again, early intervention is key; these recommendations should be made to clients starting in puppyhood. Exercise recommendations will vary based on age, breed and any disease processes for that patient. Exercise plans should ask the pet for full range of motion of their joints and work to maintain strength by doing a variety of activities. Through research in rehabilitation, we know that strengthening muscles around joints will improve the stability of those joints, resulting in reduced pain.

This is another area where we want to get staff on board in client communication, and it can be a great focus for your social media accounts as well.

Here are some recommendations specific to exercise that you can incorporate into your practice: 1. Encourage clients to do some form of activity with their dog every day; consider walks or hiking, chasing toys inside or outside if appropriate, or training exercises.

2. For pets with mobility-related issues, consider consulting with a rehabilitation therapist to develop a home exercise program for the pet.

3. Make sure that muscle mass scoring and strength scoring is part of your annual exam process and document it in the medical record and on the client report card.

Nutrition There are some additions to diet to consider for patients with osteoarthritis.

Owners like to treat their dogs, and if they are working on a home exercise program, treats are needed. Make sure to reserve 10% of the projected calorie intake for treats, and it’s important to give specific treat recommendations to clients.

Your diet recommendations will change based on life stage and weight, as referenced above, but consider the following when making diet recommendations: 1. High levels of Omega-3 fatty acids can be added, specifically EPA and DHA, which are very anti-inflammatory. These need to be fed far in excess of Omega-6 fatty acids to be effective (a 7:1 ratio is recommended.) Generally, cold-watersourced fish is the most plentiful source.

These can be fed through a joint-specific prescription diet or supplemented through a high-quality, dog-specific bioavailable supplement.

2. Sufficient protein is needed to both build and maintain muscular mass.

Especially if calories are being restricted

for weight loss, make sure to maintain enough grams of protein. If the pet has muscular atrophy, consider an additional supplement to stop sarcopenia and help build muscular mass more quickly.

3. Owners like to treat their dogs, and if they are working on a home exercise program, treats are needed. Make sure to reserve 10% of the projected calorie intake for treats, and it’s important to give specific treat recommendations to clients.

Many highly-marketed dog treats are very calorie dense and can sabotage your weight loss and fitness goals.

Pain Management Our options for pain management— especially for osteoarthritis—are more

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Specific owner questionnaires, like the Canine Brief Pain Inventory (CBPI), Canine Orthopedic Index (COI) and Liverpool Osteoarthritis in Dogs (LOAD) can help you detect pain or disability in your patients. numerous than ever. It is important to localize the pain to help make more specific pain management plans. Some of our options are most effective at joint pain, some are anti-inflammatory and others are modalities that treat only a portion of the body.

If these options are not available in your practice, consider referral to a rehabilitation specialist for more options: 1. Traditional, non-steroidal anti-inflammatory drugs like carprofen, meloxicam and firocoxib are great for the short term. For longer-term use, consider a novel anti-inflammatory like grapiprant, or incorporating an

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anti-inflammatory modality to reduce reliance on these medications that can cause gastrointestinal upset or ulcers, and may be contraindicated if your patient has renal or hepatic disease.

2. Disease-modifying osteoarthritic agents like Adequan help to specifically decrease inflammatory mediators in joints and maintain cartilage depth to slow the progression of osteoarthritis.

These work best when started earlier in arthritis development and may be of less use in end-stage osteoarthritis when little cartilage is left.

3. Modalities like LASER (light amplification by the stimulated emission of radiation) and PEMF (pulsed electromagnetic field therapy) help to improve blood flow and reduce inflammation and pain, and are widely available. Some of these are available for prescription to clients to use at home (PEMF devices including beds and lower-powered LASER), while some require trips to the practice (Class IV LASER).

4. Advanced modalities like ESWT (extracorporeal shockwave therapy) or targeted joint injections like Synovetin OA may require sedation, but often have long-lasting effects of one year or more before therapy needs to be repeated.

5. Complementary therapies like acupuncture, canine massage and spinal manipulation therapy help to decrease muscular pain and spasm, decrease inappropriate neurologic pain signals and help restore mobility.

6. Additional pain-blocking medications like gabapentin, amitriptyline or amantadine can accompany your anti-inflammatory pain for osteoarthritis, especially in the later stages of this

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disease process.

While osteoarthritis treatment is not curative, a multi-modal management plan can help your patients maintain an active lifestyle with a great quality of life. Specific owner questionnaires, like the Canine Brief Pain Inventory (CBPI), Canine Orthopedic Index (COI) and Liverpool Osteoarthritis in Dogs (LOAD) can help you detect pain or disability in your patients. They have been validated and are responsive, so they can also be used to measure response to treatment.

Also consider use of Client-Specific Outcome Measures to help your clients identify functional limitations specific to their pet, and monitor how these improve in response to treatment. Consider incorporating these into your annual exams for senior patients to identify signs of pain in your patients earlier and monitor their response to treatment.  Jennifer Jones Shults, DVM, CCRT is a 2009 graduate of the North Carolina State University College of Veterinary Medicine.

She is a North Carolina native, and owns Veterinary Rehabilitation Hospital and Veterinary Emergency Care in Cary, NC. She is currently the Immediate Past-President of the North Carolina Veterinary Medical Association. Dr. Shults is completing an alternative track residency in the American College of Veterinary Sports Medicine and Rehabilitation. She serves on the Advisory Board for Myos Corp, for Central Carolina Community College’s Veterinary Technology Program, and for Miller-Motte University’s Veterinary Medical Technology Program.

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15

client services

By Laura Nashman

“People will forget what you said,

people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou

T

he heart has its own way of communicating.

In our companion animals, it’s the language of unconditional love, non-verbal connections and often instinctive or intuitive gestures. But when it comes to communicating with our fellow human beings, it can be a more complicated issue. There are words, visual cues, body language patterns, voice tonality differences and overall emotional vibes that come into play.

When delivering heart-centred communications in a veterinary clinic, emergency center or specialty practice, there are many things 16

to consider. For instance, timing, responding instead of reacting, economy of words, generosity of heart, tempo of speech and, finally, non-verbal cues that say everything without actually saying a thing all need to be taken into consideration.

Animals in the wild depend on their instinctive mastery in these areas, but we humans need some training and strategies to master this art of communicating from the heart.

What does it mean to communicate from the heart?

I find myself considering the opposite, by asking,

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Daily stressors can be effectively

managed when we tune in to our energy, and mold and shift

our attitudes and emotional states.

“What isn’t communicating from the heart? What has to be absent?”

In this day and age, an unprecedented time with the global pandemic, people have felt restricted, isolated and limited. The impact of this ever-changing “wait and see” situation has caused people to be more internalized and less emotionally demonstrative. Behind our clinical masks, our communication and outward expressiveness are limited. Although our hearts reside within us, somehow the pandemic has restricted its “expressive blood flow” to others.

All the while, trips to the vet and emergency services have been short-staffed and full of over-worked, compassion-fatigued, burned-out veterinary professionals.

How is it possible for clinics—with some still experiencing Covid-19 restrictions—to be able to offer exceptional service that’s both heart-centered and efficient at the same time?

To do so, all members of the clinic team need to stay tuned into their hearts in order to manage their own wellness from day to day, but also so that they can collaborate with and assist team members and clients from a heart-based core.

Nurses and vet techs are kept on their feet and running to and from vets to clients and back again so often, one wonders where they PETVET MAGAZINE

17

Remember

to breathe

deeply:

Oxygen feeds

your whole system and rebalances your energy.

Try this quick nine-second reset, rebalance exercise: With your eyes closed, inhale through your nose for three seconds, imagining a favorite scent, hold your breath for three seconds, and while exhaling for three seconds, blow out the imaginary candle in your mind’s eye through your mouth.

Notice how

you feel.

can get their energy reserves to make it through each day. I believe that our energy is circular like a bio-feedback mechanism. We give energy and it comes back to us. For nurses and vet techs, the ongoing, daily demands require an adequate store of energy.

Daily stressors can be effectively managed when we tune in to our energy, and mold and shift our attitudes and emotional states.

What if you imagine that instead of being energetically drained, you are filling yourself with energy, then sending it to your client (the receiver) and then back to you, in a perfect flow; unstuck and fluid. There is no communication apprehension or the accompanying physical symptoms like a racing heart, wet palms, sweating, nervousness or feeling mentally frazzled that sometimes occur when communicating with difficult clients or anticipating their reactions to delivery of bad news. When you free your energy, it is lighter, not burdensome, and generates more of the same.

The opposite is also true. That is, when we are hesitant, it’s easy for energy get stuck inside us. This can occur since we may fear we don’t have the time to discuss all the important details with our client, so we rush through the discharge, or we choose clinical words and hide behind them to keep a distance from the client.

What is actually needed is confidence and reframing of the conversational experience. When going from a moment of treating a pet (a non-verbal animal), to having to explain details to a highly-verbal, highly-anxious pet parent, this can be a quick and abrupt transition from one language to another. And this can cause stress. Breathe, adjust and realize you are someone who is speaking two languages: animal and human.

We must get clear on what is needed, which is compassion for

both and recognizing that they need similar and different things. The similar things that both pet and pet parent need are compassion, tenderness, kindness and patience. The differences may include a pet parent who needs repetition or clarity from you, and planning to go “verbal” after using your silent observation and diagnostic skills with the pet.

It is also important to let go of any fear of pet parents and what they may represent. You may have been “traumatized” by angry, hostile or blameful pet parents so your natural proclivity is to avoid them or decrease the length of time you interact with them. But by creating clear boundaries, improving your skills in explaining clearly and with limited clinical terms, and expressing your feelings, the negative emotions associated with pet parent interactions can be greatly decreased.

When we feel seen and appreciated, we offer more of ourselves since we don’t fear being stepped on. And when we communicate from our hearts, not only do others feel our compassion and empathy, but we feel it, too. Kindness is something that costs nothing but gives so much. Laura Nashman is a professional speaker and trainer, along with being a lifetime award-winning recording artist, flutist. Her additional experience as voice actor and coach gives added value and insights into the subtler aspects of effective communication. Her company, Communicating From the Heart (www.communicatingfromtheheart.com) offers webinars and coaching for veterinary clinics and emergency and specialty animal hospitals. In addition, her original paintings, spa-on-the-canvas, can be viewed on her website www.spa-la-la.com and offer tranquility on the canvas.

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19

industry news

INTIATIVE EMPOWERS

VETERINARIAN

NURSES & TECHNICIANS

By Jen Phillips April Photos by North American Veterinary Community

T

he rewarding field of veterinary medicine has never been more in demand. As more people have pets and want to give them top care, the more veterinarians, nurses and technicians are needed.

In an industry poised for continued growth,1 attracting and retaining talent is essential. And part of that retention focus is to help people feel valued in the workplace. However, the North American Veterinary Community (NAVC) 2020 research found that 34% of veterinarian nurses and technicians were considering leaving the field within five years.

“We saw that as a real problem for our community because the veterinarian nurses and technicians are the backbones of the veterinarian community,” Gene O’Neill, CEO of NAVC, shared.

While a certain amount of attrition is expected in any field, the NAVC board chose to consider this as an opportunity to lean into its mission of facilitating opportunities for learning, growth and wellbeing within the veterinarian community, and create a multi-pronged initiative.

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The Veterinary Nurse/Technician Empowerment Initiative launched last fall with a Veterinary Nurse/ Technician Summit. Other programs include webinars, hands-on workshops, a mentorship program and a consumer awareness campaign.

And it has certainly struck a chord

“Any and every veterinary nurse/technician I spoke with about our Initiative was thrilled, and one, in particular, broke down in tears when I shared our press release.”

Robin Pence, Vice President of Public Relations at NAVC with the veterinarian nurses and technicians…

According to Robin Pence, Vice President of Public Relations at NAVC, “Any and every veterinary nurse/technician I spoke with about our Initiative was thrilled, and one, in particular, broke down in tears when

PETVET MAGAZINE

I shared our press release with her in January announcing the Initiative.

Through tears, she said, ‘I've been waiting 35 years for this.’”

As stated in the accompanying press release for its first webinar, which was hosted on April 13th of this year, “The NAVC is committed to supporting the entire veterinary healthcare team, and that includes helping to elevate the role of veterinary nurses and technicians so they can reach their full potential,” said O’Neill. “The webinar series, a key part of the NAVC’s broader veterinary nurse/technician empowerment initiative, is designed to give these critical team members the tools and resources to take care of and advocate for themselves.”

The consumer awareness campaign is another vital element of this initiative, where VCA serves as a partner with support from NAVTA. The goal of this division is to help build the confidence that pet owners have in those caring for their pets.

“Pet owners are nervous when pets are outside of their sight. But once they’ve developed any level of rapport

with the doctor or staff, people are much more likely to calm down,” Dr. Jenifer Chatfield, DVM, DACZM, DACVPM says.

The staff veterinarian at 4J Conservation Center, Inc. in Dade City, Florida agreed and had this to share: “The recent NAVC survey2 showed that people have no idea who’s handling their pet care. If they recognize the people looking out for the pet are skilled, trained, and care for their pets, it’s an opportunity.”

The opportunity is one of improved pet healthcare and advocacy for support staff. As pet owners recognize the skills of veterinary nurses and technicians, they feel more confident in their pet care. This confidence spills over to the staff, who then feel more appreciated.

Pet owners are largely unaware of these support staff members’ training and skill level. The NAVCcommissioned survey2 found that 73% of pet owners thought veterinary technicians and nurses mostly cleaned cages and fed pets. According to that survey, “Sixty-three percent of pet owners do not know that credentialed veterinary nurses and technicians are the animal healthcare equivalent of registered nurses.” Yet, the survey found 84% of pet owners would trust support staff as much as the veterinarian if they knew their training and skill level.

Dr. Chatfield has recently started using different terminology, such as veterinary assistant instead of veterinary technician, during her pet-owner interactions. She says it’s a way to explain to pet owners the

level of training and care veterinarian staff bring to the practice.

“These people have more education and awareness than just how to handle a dog, and they can handle catheters, draw blood, and some can read advanced diagnostics,” Dr. Chatfield shares.

Not only does such advocacy help educate the public about the skill level and care of veterinarian support staff, but it also helps them find more job satisfaction.

“Practice owners and employees fail to recognize that job satisfaction isn’t just about having a job,” Dr. Chatfield continues. “It’s about providing an opportunity for growth.

When you offer staff additional training opportunities, instantly, that person feels valued.”

She says at the practice level, that can mean offering to pay the registration fee and lodging for the state conference. Then, at the next staff meeting, each attendee is asked to share one thing they learned at the conference.

“When people feel like valued team members, they’re more likely to

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“We want to help the veterinarians as much as possible. If the veterinarian nurses and techs feel like they have the opportunity for continuous learning and to fully utilize their skills, they perform at their highest levels, and that translates into job satisfaction.”

Gene O’Neill, CEO of NAVC

stay longer in their employment,” she adds.

Not only does the practice retain a valued team member, but reduced staff turnover means your patients are more likely to develop relationships with staff which makes for calmer and better-informed pet owners. It may even help them obtain better pet care since there is a relationship of trust and confidence where the pet owner may feel comfortable asking additional questions or offering background information.

Of course, this NAVC initiative offers additional continuing education opportunities in the

form of webinars and more that can easily fit into any veterinary professional’s schedule.

Gene O’Neill says, “We want to help the veterinarians as much as possible. If the veterinarian nurses and techs feel like they have the opportunity for continuous learning and to fully utilize their skills, they perform at their highest levels, and that translates into job satisfaction.”

You can find out more about the initiative and dates for upcoming events at: navc.com/ veterinary-nurses-and-techniciansempowerment-initaitive/ 

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References: 1. Global Veterinary Services Industry (2020 to 2027) Market Trends and Drivers. (22, Dec, 2020). Business Wire. https://www.businesswire. com/news/home/20201222005520/en/Global-Veterinary-Services-Industry2020-to-2027---Market-Trends-and-Drivers---ResearchAndMarkets.com 2. Who’s Involved In The Care Of Your Pet? (29, Mar, 2022). NAVC. https://navc.com/whos-involved-in-the-care-of-your-pet/ A web writer since 2005, Jen’s written over 1,000 articles on pet-related topics. She works with veterinarians and pet professionals around the world to help them attract and retain customers through effective content marketing practices. Passionate about both pets and digital marketing, you can find out more at jenphillipsapril. com. When not working with her fabulous clients, you can find her eating tacos and practicing her Spanish in her adopted home of the Riviera Maya.

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business trends

TO THE NEXT LEVEL with

By Elycia Degenhardt, BA, CVT

A

nyone who works as a veterinary technician or works with one will tell you they are much more than another set of hands in the clinic. Veterinary technicians are highly-skilled and knowledgeable professionals whose contributions to veterinary medicine go far beyond administering vaccines.

However, veterinary technicians who have spent years in practice may feel that there are not many options for growth. And in a field with notoriously-short career longevity, technicians who

are feeling unsatisfied frequently explore a new occupation entirely.

Fortunately, technicians who feel professionally stunted but wish to remain in veterinary medicine have the option to specialize. Specialization can create opportunities in an existing job as well as support expansion outside of clinical work.

I spoke with two Veterinary Technician Specialists (VTS) about their experience with specialization:

Kristen Cooley, BA, CVT, VTS Anesthesia and Analgesia Kristen Cooley has worked at the University of WisconsinMadison Veterinary School as an Instructional Specialist and Senior Anesthesia Technician, and is currently the CEO and sole proprietor of Veterinary Anesthesia Support and Training, an educational consulting business. Kristen co-edited the textbook Veterinary Anesthetic and Monitoring Equipment and has written a chapter for the same textbook, titled “Pain Management for Veterinary Technicians.” In addition, she is published in the Journal of the National Association 24

PETVET MAGAZINE

of Veterinary Technicians in America and Journal of the American Veterinary Medical Association.

Why did you choose to pursue your Veterinary Technician Specialty?

Kristen: I originally wanted to become a veterinarian because I love science, medicine, and animals. I didn't think that being a tech would be enough for me. I didn't like the feeling of having a ceiling above my head that kept me from growing. Once I found out about Veterinary Technician Specialists, I made it my goal to become one.

How have you used your VTS to create new opportunities and shape your career path?

Jordan Porter, CVT, VTS Internal Medicine (Small Animal Internal Medicine)

Kristen: I use my VTS to teach and hopefully improve the practice of anesthesia and pain management in veterinary medicine. Because I have my VTS, clinicians and other techs are more willing to listen to what I have to say and to use me as a resource.

Jordan developed an interest in internal medicine shortly after becoming a Registered Veterinary Technician, and that interest quickly became a passion. In 2019 she obtained her VTS in Internal Medicine. That same year she co-founded Internal Medicine for Vet Techs, a continuing education membership site that includes her popular weekly podcast (accessible without a membership). Jordan has been published in the Journal of the National Association of Veterinary Technicians in America,

What do you find most fulfilling about your current career?

Kristen: I love making a difference in the lives of the animals I work with and the people who care for them.

Making a veterinarian or a technician just a little bit more comfortable and confident is what it's all about. I also enjoy running my own consulting business. Not having to answer to anyone other than myself is liberating!

26

PETVET MAGAZINE

Pet Health Journal’s “Internal Medicine for Pet Parents” series, and is currently working on a contribution to a textbook. She was also a presenter at the Midwest Veterinary Conference in 2022 and the 2022 American College of Veterinary Internal Medicine Forum.

it opened doors for me to help educate other technicians. I started a podcast and a membership site where I offer continuing education to other technicians. I have been able to create these platforms to share my knowledge and help others reach their full potential.

Why did you choose to pursue your VTS?

What do you find most fulfilling about your current career?

Jordan: I wanted to prove to myself that I had mastered my skills and that I was at the top of my career. I wanted to test my knowledge while continuing to learn.

How have you used your VTS to create new opportunities and shape your career path?

Jordan: With my VTS, I think

Jordan: I may not be physically helping as many animals since making a bit of a career change, but I am still helping to educate pet parents about their pets and I am helping technicians up their game.

That means I can help more animals in the long run.

Specialization Opportunities Veterinary Technician Specialties are governed by the National Association of Veterinary Technicians in America (NAVTA).1 Their stated goal is “to help veterinary technicians attain a higher level of recognition for advanced knowledge and skills in a specific discipline.”

Veterinary technicians who wish to pursue a specialty must commit to a multi-year process in which they complete a certain number of hours in their chosen specialty field, document detailed case studies, attend specialty-specific continuing education and ultimately pass an examination.

Most technicians who choose to specialize do so based on an interest in a certain aspect of veterinary medicine. This may be something they already have experience with, or it may be a subject they would like to explore further. NAVTA currently offers VTS certification in the following areas:

Specialties with full recognition: • The Academy of Veterinary Emergency and Critical Care Technicians

• The Academy of Veterinary Dental Technicians • The Academy of Internal Medicine Veterinary Technicians ‒ Cardiology ‒ Equine Internal Medicine ‒ Neurology ‒ Oncology ‒ Production Animal Internal Medicine ‒ Small Animal Internal Medicine • The Academy of Veterinary Technicians in Anesthesia and Analgesia • The Academy of Veterinary Zoological Medicine Technicians • The Academy of Veterinary Technicians in Clinical Practice ‒ Canine/Feline ‒ Avian/Exotic ‒ Production Animal

Specialties with provisional recognition: • The Academy of Laboratory Animal Veterinary Technicians and Nurses • The Academy of Veterinary Behavior Technicians

• The Academy of Veterinary Clinical Pathology Technicians • The Academy of Dermatology Veterinary Technicians • The Academy of Equine Veterinary Nursing Technicians • The Academy of Physical Rehabilitation Veterinary Technicians • The Academy of Veterinary Nutrition Technicians • The Academy of Veterinary Ophthalmic Technicians • The Academy of Veterinary Surgical Technicians • The Academy of Veterinary Technicians in Diagnostic Imaging Becoming a Veterinary Technician Specialist has the potential to take your career to new heights and in new directions. General practice clinics may employ individuals with a VTS in leadership roles. Technicians with a VTS can bring their expertise to referral clinics and teaching hospitals. Opportunities outside of clinical work include publishing, lecturing, education and consulting.

A Veterinary Technician Specialty can give a technician a new outlook on their career and increased agency to pursue growth within the field of veterinary medicine. 

Resources: 1. NAVTA Veterinary Technician Specialties. https://www.navta.net/ veterinary-technician-specialties/ Elycia Degenhardt is a certified veterinary technician in Wisconsin. She joined the veterinary profession after four years as a high school teacher and remains passionate about education.

Elycia earned degrees from the University of Wisconsin-Madison and Madison College and continues to learn new things every day through her career and life experiences.

Elycia currently works in a general practice and as an instructor in the Veterinary Technician program at Madison College.

TEAM MANAGEMENT

IDENTIFYING F

&

D&I, EDI, DEI and EED&I are acronyms commonly seen in

many leadership and management

ADDRESSING

discussions. Diversity, Inclusion, Equity and Equality are integral parts of how we make the practice a better place for the team. These programs have significant implications for managing a veterinary team—espe-

INEQUALITY IN THE

cially in today’s hypercompetitive market. Successfully implementing any of these initiatives requires understanding each and where they affect the business and individual team members.

WORKPLACE

By Louise Dunn

28

or today’s practice manager,

PETVET MAGAZINE

Diversity acknowledges race, sex, gender, age, sexual orientation, disability, socioeconomic status, religious beliefs, political affiliation, education and more. Inclusion is the act of welcoming, supporting, respecting and valuing all the diverse individuals and groups on your team.

Equity focuses on individual needs and requirements, and provides fair access and opportunities. Finally, equality is treating everyone equally regardless of individuals’ or groups of people’s needs. While it may seem easy enough to understand these definitions, applying them in the workplace gets more complicated.

What complicates matters is something managers can’t control…what a person thinks. A person may think they are experiencing unfair treatment, but this “unfairness” may be real or perceived. Here is where it gets complicated: A person’s perception becomes their reality. And, when a person believes

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There are specific form ulations for dogs and cats, and most are approved to use on puppies and kittens six to eight weeks and olde r.

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29

& ADDRES

INEQUAL

throws the exam room techs off schedule (i.e., it’s not my fault, it’s their fault). Whether verbally said aloud or displayed in their behavior, this person views the situation as inequitable and it affects patient care, client service and team performance.

This example is just one of many situations whereby a person judges if they receive the same rewards as others.

Other areas may include continuing education allowances, paid leave and paid holidays, compensation and benefits, recognition and rewards, work schedules, etc.…just about anything can be perceived as unfair, leading to claims of inequality or inequity.

While management can’t control someone’s perception, it can take steps to create a workplace environment that is transparent, respectful and tolerant of other people’s views. And it starts at the top, which includes the practice manager and lead positions (such as the lead tech or receptionist manager). This is the group tasked with setting targets, establishing policies, monitoring the results and communicating with the team.

After all, without good information and communication with leadership, the team will make up what they believe to be true (perception is reality).

Those on the leadership team must be responsive to concerns, consistent and fair, and transparent and open about what can and can’t be changed— and keep their finger on the pulse of the business to monitor and push for change when needed.1

IN THE

Inclusion is the act of welcoming, supporting, respecting and valuing all the diverse individuals and groups on your team. there is inequality in the workplace, it shapes their behavior. This is known as the Equity Theory of Motivation.

The Equity Theory of Motivation states that a person’s perception of fair or unfair treatment, as compared to other people, affects their motivation, attitudes and behaviors, and a person will change their behavior to compensate for the inequity. Behavior changes may present as doing only what is minimally required, becoming overly competitive, pushing for more pay or

authority, becoming resistant or acting out in disruptive ways, or even quitting.

Take, for example, the person who thinks there is pay inequality…

They may make outright statements like, “I don’t get paid enough to do this,” or “Why should I drop everything to help them? Let the surgery techs handle it. It’s their responsibility.

I’m just a lowly room tech.” Or maybe there is passive-aggressive behavior such as always pointing out how inefficient the surgery techs are and how it

WORKPL

Provide leadership teams with appropriate training.

Often, team members are promoted to leadership positions without receiving formal training on how to ensure equality in the workplace. How can a manager be expected to identify unconscious bias, inequality or discrimination 30

PETVET MAGAZINE

The Equity Theory of Motivation states that a person's perception of fair or unfair treatment affects their motivation, attitudes and behaviors, and a person will change their behavior to compensate for the inequity. situations without adequate training on the topic? The best defense against claims of inequality is a good offense— be strategic and put your leadership team through the appropriate training so they are equipped to monitor, mitigate and respond to situations.

Establish policies and practices that strive to achieve equality in the workplace.

In addition to following all the laws regarding employment equality, ask team members for input on improving the workplace. For example, consider how to enhance the benefits plan. The manager begins to build a benefits plan based on the established budget. Does the manager do it alone? No. The next step is to survey the team to see what benefits are important to them and prioritize the benefits (e.g., healthcare, mental health support, flexible work policies, paid time off, leave, education, child/elder care, etc.).

Keep in mind that diverse benefits play a role in team member recruitment and retention, and non-traditional benefits are becoming more common in today’s post-pandemic workplace.

Pay particular attention to communications, starting with the rollout and continuing with onboarding and ongoing needs of individuals.

Create an empowering work environment where team members are trusted and respected as individuals.

One way to achieve this is to

conduct real-time reviews with constructive feedback instead of waiting for the annual performance review.

What is important to understand is that real-time feedback is fluid, much like what is going on in the industry.

Changes in the economy and medical developments can occur quickly. You need to be able to respond to these changes, and you will be able to shift team member goals throughout the year as needed.

Waiting until the annual evaluation does not allow you to do this and instead puts the business at risk of delivering poor service, in addition to conducting irrelevant performance discussions based on goals set almost a year ago. The real-time feedback process enables more frequent conversations with each team member, recognizing their achievements, addressing any concerns and removing roadblocks they are experiencing.

Take the time for more frequent conversations which also allows for expanding upon other empowerment actions.

For example, talk to team members about their access to learning and development opportunities and available stretch assignments for taking charge of projects or tasks. Involve them in the decision-making process for the areas they control and encourage problem-solving. Reiterate the opendoor policy and provide updates on business needs and strategic plans to keep everyone on the same page. These

will promote a culture of inclusion and provide many opportunities to discuss equality or equity concerns.

Equality is a huge driver of employee satisfaction, productivity and growth. When team members perceive inequality, there needs to be an avenue to discuss and resolve the issue. However, the better strategic plan is to evaluate policies and procedures for any weakness, bias or potential for causing problems with EED&I. Equity is a responsibility of leadership resulting in a culture of inclusion and tolerance. 

References: 1. How to Respond to Employee Claims of Inequity. (2020, Oct, 8).

HigherEdJobs. https://www.higheredjobs.com/Articles/articleDisplay. cfm?ID=2456 Louise Dunn is a renowned award-winning speaker, writer and consultant. She brings over 40 years of in-the-trenches experience and her business education to veterinary management. Louise is founder and CEO of Snowgoose Veterinary Management Consulting. SVMC works with veterinarians who want to develop a strategic plan that consistently produces results.

Most recently Louise received many awards including the WVC Educator of the Year numerous times and VetPartner’s The Life Time achievement Award in January 2016. Besides all aspects of practice management and mentoring, Louise’s passions include her husband, Joel, her English mastiff Therapy dog, Zuri, her little sister, Annabelle, as well as kayaking, opera and New England Patriot’s football.

n

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2

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After decades of most veterinary decision-makers being female, clinics are starting to see many more solo men as clients. Make a special social media post, or run a special promotion, to express your appreciation of your awesome pet dad clients.

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8 Get inspired with the adventurous

dog and human duo

in Life is Golden. Meet the famous traveling adventure dog, Kicker, and his human, Andrew, in this photography book that inspires readers to fall in love, chase their dreams and live a more passionate life. Available on Amazon or at www.gibbs-smith.com

July is National

Pet Hydration

Awareness Month!

your balconies 10 Maximize and porches with

small-space gardening.

Include some tips in your newsletter or on a social media post to remind clients how to keep their pets hydrated during the hot summer months and what signs to look for that may indicate dehydration.

To get the most out of your small outdoor spaces, try using large pots that can handle multiple plants, installing shelves for smaller plants, or affixing chicken wire to your railing to grow vines or other climbing plants.

PETVET MAGAZINE

33

Dogs are deeply woven into the fabric of our society and families. As the canine solidifies his position as “man’s best friend”, it’s more important than ever for man to understand dog’s complex social language.

TH E

Decoding Canine So cial Dynami cs

BY KHRIS BERRY & JOSH AARON

“Wow, this book goes into and explores the mind of canine behavior like I have not seen before. I found this hard to put down once I started to read it. Kudos on a great read!” — Joey Villani, The “Dogfather”

www.barkleighstore.com