BARKS from the Guild May 2020 by The Pet Professional Guild

BARKS from the Guild Issue 42 / May 2020

BARKSfromtheGuild.com

TRAINING Interpreting Labels RESCUE Setting the Right Criteria TRAINING ‘Laundry List’ Dogs FELINE The Power of Choice TRAINING The HandDelivered Retrieve

CANINE Strategies to Manage Stress TRAINING A New Standard for Recall

Harassment in the Workplace: Providing Guidelines and Support for Pet Professionals

Your Goals. Our Knowledge. Shared Solutions. Do you feel like you’ve already learned much of what’s available on dog behavior and training? Do you hunger for a more in depth, detailed knowledge of the science of behavior? If you answered yes to either of these questions, then Smart Dog courses are a great match for you!

Sign up for Research Bites! Our Monthly Webinar Subscription Service Research Bites is the fastest and easiest way to keep up-to-date on research on dog training and behavior! Staying current with research is critically important to being at the top of your 昀eld. It’s also fascinating and exciting to see the latest ideas and discoveries. However, 昀nding, reading, and interpreting current journal articles can be overwhelming and frustrating. Research Bites presents current research in the 昀eld of dog training and behavior in a bite-sized, manageable package. Each webinar takes you on a tour of that month’s selected research paper. We cover everything you need to know in order to interpret and apply the current, cutting edge research.

Kristina Spaulding, PhD, CAAB smartdogtrainingandbehavior.com/online-services/

f r o m t h e e d i t o r

BARKS from the Guild Published by the Pet Professional Guild 9122 Kenton Road, Wesley Chapel, Florida 33545, USA Tel: +1-844-462-6473 petprofessionalguild.com barksfromtheguild.com facebook.com/BARKSfromtheGuild Editor-in-Chief Susan Nilson barkseditor@petprofessionalguild.com Images © Can Stock Photo: canstockphoto.com (unless otherwise credited; uncredited images belong to Pet Professional Guild) Pet Professional Guild Steering Committee Daniel Antolec, Kelly Fahey, Paula Garber, Don Hanson, Kelly Lee, Judy Luther, Debra Millikan, Susan Nilson, Mary Richards, Louise StapletonFrappell, Niki Tudge BARKS from the Guild Published bi-monthly, BARKS from the Guild presents a collection of valuable business and technical articles as well as reviews and news stories pertinent to our industry. BARKS is the official publication of the Pet Professional Guild. Submissions BARKS encourages the submission of original written materials. Please see: barksfromtheguild.com/article-and-content-submission-policy-procedures for detailed guidelines prior to sending manuscripts. Please submit all contributions to the Editor: barkseditor@petprofessionalguild.com. Letters to the Editor To comment on an author’s work, or to let PPG know what topics you would like to see more of, contact the Editor-in-Chief via email putting BARKS in the subject line of your email. BARKS reserves the right to edit for length, grammar and clarity. Subscriptions and Distribution BARKS is a digital publication available to all subscribers free of charge. Print copies are available by special order. Visit barksfromtheguild.com/subscribe for further details. Please contact PPG membership manager Rebekah King at membership@petprofessionalguild.com for all subscription and distribution-related enquiries. Advertising Please contact Kelly Fahey at kelly@petprofessionalguild.com to obtain a copy of rates, ad specifications, format requirements and deadlines. These are also available at barksfromtheguild.com/advertise. Pet Professional Guild does not endorse or guarantee any products, services or vendors mentioned in BARKS, nor can it be responsible for problems with vendors or their products and services. Pet Professional Guild reserves the right to reject, at its discretion, any advertising. To be in any way affiliated with the Pet Professional Guild, all members must adhere to a strict code of conduct. Pet Professional Guild members understand force-free to mean that no pain, force or fear and no shock, choke or prong are ever employed to train or care for a pet. © All rights reserved. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the Pet Professional Guild, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please email: barkseditor@petprofessionalguild.com.

ell, the world has certainly changed since I last wrote this column just two short months ago. At the time of writing this, many pet professionals had suddenly found themselves busy, amongst other things, reconfiguring their services to include virtual consults and train ing classes, update their websites accordingly, and petitioning U.S. Con gress to include pet services, such as dog walking, boarding, doggy day care, grooming, training and behavior consulting on the list of business services eligible for financial support. Where it all ends remains to be seen, but in the meantime, PPG has been rolling out a series of blogs and webinars to provide its members ongoing support and advice during these challenging times. Topics covered to date include business contin gency planning, financial management, puppy socialization during a pan demic, taking your business virtual, and marketing in times of difficulty, with more events being added regularly to meet the evolving needs of its members. There is support on social media too, as well as in the form of the newly launched PPG Socials, where up to 50 members can meet on line to chat, ask questions, make new friends, seek advice and support, and just have a bit of fun. To stay completely uptodate with everything PPG is providing in terms of member support during these challenging times, keep an eye on petprofessionalguild.com/BusinessContingency Planning and, in the meantime, if there’s anything else you would like to see, please do ask! In the midst of all the uncertainty, we hope that BARKS will continue to be a source of useful information for all things animal training and be havior that you can draw on when life returns to normal, whenever that might be. To start the issue on a positive note, we have compiled a fun section that features some of our favorite photos from the many that were submitted to our PPG Valentine photo competition. It’s heartwarm ing to read the many reasons why people love their pets, and a much needed ray of light in these uncertain times. In a more serious vein, harassment in the workplace is a topic that may not always be openly discussed, much less addressed. Our cover feature this month, by PPG president Niki Tudge, examines harassment in the working environment, encourages pet industry professionals to speak up about harassment of any kind, and provides a range of sugges tions and recommended guidelines to help enable them to do so. It’s the first of a twopart article, the second of which will explore this emotive topic in greater depth, as well as provide actual examples of sexual ha rassment, along with suggested courses of action. It’s not easy reading, but a must read nonetheless. Elsewhere, we feature a broad range of training related content, in cluding how to dig deeper to find out what clients really mean when they label their dog’s behavior, troubleshooting the handdelivered retrieve, how to triage dogs who present with a ‘laundry list’ of behavior or train ing issues, the importance of setting up the training environment to en sure it is conducive to both teaching and learning, how to provide aging dogs with mental enrichment and the right balance of activity, strategies for managing canine stress, and the importance of setting out a written training plan in order to collect evidence so improvements can be tracked, thus setting dogs up for optimal success. We also introduce a new series of ShockFree Coalition authored Standard Training Proce dures (STP), which are specifically designed for dog guardians to imple ment — without the use or application of aversive tools, equipment or procedures — under the guidance of a professional dog trainer. This first STP of three provides a complete program for training a dog to recall on cue and will be supplemented by supporting educational tools in the form of videos and PDFs. For the cat people, we discuss environmental enrichment and how this essential element of feline welfare can be brought to a wider audi ence, and also offer more sound business advice from dog*biz, this time focusing on looking the part. Remember that BARKS is now a subscriptiononly publication. You can still read the digital edition free of charge by subscribing at barksfromtheguild.com/subscribe to gain immediate access. Stay safe and well everyone!

n Susan Nilso

BARKS from the Guild/May 2020

contents 6

14 18 22

58 61

N EWS Business contingency planning, PPG event updates, new corporate partner TransPaw Gear®, PPG Store, Project Trade, webinars, events, and more

#PPGVALENTINE FAVORITES

Highlights from PPG’s photo competition

A L IGHT

IN THE

D ARKNESS

Niki Tudge and Dr. Pamela Shultz report on PPG’s February certification workshop on pet loss and grief companioning

H ARASSMENT

IN THE

W ORKPLACE

Niki Tudge examines harassment in the work environment and encourages pet industry professionals to speak up about harassment of any kind, providing a range of suggestions to help enable them to do so

E VERYTHING WAS F INE U NTIL ...

Suzanne Clothier explores how to identify what it really means when a client interprets and/or labels their dog’s behavior as “fine”

T ROUBLESHOOTING

THE

H AND -D ELIVERED R ETRIEVE

Veronica Sanchez explains why the training process for a retrieve must be adjusted dynamically according to the individual dog’s responses

‘L AUNDRY L IST ’ D OGS

Kristi Benson discusses the important role of thoughtful triage when working with dogs who present with a range of behavior or training issues

T EACHING R ECALL : A N EW S TANDARD

Niki Tudge introduces the first of a new series of Shock-Free Coalition-authored Standard Training Procedures and their role in a constructional approach to shaping behavior

C REATING P OSITIVE W ORKSPACES

Anna Bradley discusses the importance of setting up the right training environment to ensure it is conducive to both teaching and learning

A GING G RACEFULLY

Gail Radtke explains the importance of providing aging dogs with the right balance of activity, highlighting the benefits of mental enrichment

S TRATEGIES

FOR

S TRESS M ANAGEMENT

Diane Garrod presents recommended strategies to help dogs cope with stressful events, as well as suggestions to help guardians remain calm during times of canine stress

S ETTING

THE

R IGHT C RITERIA

K. Holden Svirsky discusses the importance of setting out a written training plan in order to collect evidence and set dogs up for optimal success

T HE P OWER

C HOICE

Andrea Carne discusses how knowledge about the importance of environmental enrichment can be brought to a wider audience

A SK

THE

E XPERTS : L OOKING

THE

PART

Veronica Boutelle discusses how pet trainers and behavior consultants can present themselves as professionals while dressing appropriately for the practical side of the job

A DVERTORIAL : PASSIONATE

ABOUT

A NIMAL W ELFARE

Kim Pearce of Animal Courses Direct introduces a range of courses for animal training and behavior professionals

P ROFILE : S TANDING F IRM

E THICS

Featuring Adina Silberstein of Queenie's Pets in Philadelphia, Pennsylvania

58 4

BARKS from the Guild/May 2020

n e w s PPG Hosts Free Member Webinars on Business Contingency Planning

PPG Postpones 2020 Scholarships, McDevitt and Murphy Workshops

y now, we are all well aware of the ongoing impact of the coron avirus. The situation has continued to evolve and some small busi ness owners may have found themselves having to rethink how they do business for a few weeks, months, or longer. To help with business con tingency planning during these challenging times, PPG is offering a se ries of free webinars for its members. To start, check out PPG president Niki Tudge’s blog, Business Contin‐ gency Planning – Need Help? (barksfromtheguild.com/2020/03/12/ businesscontingencyplanningneedhelp), which formed the backdrop of the first free, interactive member webinar on March 17. During the webinar, Tudge expanded on the topics discussed in her blog and was joined by Gina Phairas and Veronica Boutelle (see p.57 for Boutelle’s lat‐ est Ask the Experts column) of PPG corporate partner dog*biz (dogbiz success.com) to offer advice for pet trainers and behavior consultants. Access the recording here: petprofessionalguild.com/event3794382. At the time of going to press, recordings of these additional webi nars were available (note: an asterisk indicates recording coming soon): • Taking Your Services Virtual with Niki Tudge and Kate LaSala: petprofessionalguild.com/event3804957. • Marketing in Times of Difficulty with Niki Tudge and Dr. Robert King: petprofessionalguild.com/event3812622. • Puppy Socialization During a Pandemic with Jessica Ring*. • The COVID‐19 Lock Down and Your Dog: Tips to help you get ahead of separation anxiety issues before they start with Tracy Krulik*. Please check petprofessionalguild.com/BusinessContingency Planning to stay uptodate with new webinars, news on Pet Dog Am bassador, Pet Professional Accreditation Board, PPG membership fee renewals, special offers from PPG corporate partners, and everything else PPG is doing to offer member support at this time.

ue to the current health and financial crisis, PPG has postponed its 2020 Scholarship Program. An email notification was due to be sent to members as soon as new application dates are available. In addition, the Leslie McDevitt workshop, Reactive to Relaxed: Next Steps in Control Unleashed (petprofessionalguild.com/ReactivetoRelax edNextStepsinControlUnleashed) (see also ad on p.29), has been postponed from Saturday, April 18, 2020 Sunday, April 19, 2020 to Sat urday, February 13 – Sunday, February 14, 2021. If you have already reg istered, your registration is guaranteed. If you are not able to attend on the new dates, please contact Rebekah King (membership@petprofes sionalguild.com) so we can make the appropriate refund arrangements. Finally, the Introduction to the Neuroscience of Dog Training and Be‐ havior workshop presented by Dr. Kathy Murphy (petprofessionalguild.com/event3726300) (see also ad on opposite page), which was due to take place on Saturday, June 13 Sunday, June 14, 2020 has also been postponed. New dates will be advised as soon as they are available.

PPG Seeks Volunteers for Canine Committee

ot some free time? Want to help PPG help others? PPG is looking for a couple of people to join its Canine Committee and work with chair Judy Luther and her team on developing some fabulous resources for its members, so come on down! Just take a couple of minutes to complete our volun teer form (petprofessionalguild.com/ Volunteer) to get connected!

PPG Announces New Corporate Partner: TransPaw Gear® — Special Introductory Offer Available for Members till May 31 The usual PPG discount for the TransPaw Gear® Happy Harness (below) is 15% off, but until May 31, use the special discount code in the PPG Member Area of the website to receive 20% off your order (petprofessionalguild.com/benefitinformation). Note: you must be logged in.

PG is delighted to welcome TransPaw Gear® (transpawgear.com) to its Corporate Partner program (petprofessionalguild.com/Corporate Partnerships). TransPaw Gear® founder, certified professional dog trainer, certified canine behavior consultant, and dog mom, Joan Hunter Mayer has spent more than five years developing the TransPaw Gear® Happy Harness (transpawgear.com/product/transpawgearharness) (see photo, right) to combine safety, ease of use, and comfort. The har ness features a front clip that can help decrease pulling, a back clip to support active walking outdoors and other vigorous physical activities, a special support feature for the dog’s upper front legs and a custom fit for the dog’s shoulders. Wholesale pricing is also available. See also ad on p.5.

BARKS from the Guild/May 2020

Event postponed from June 13-14, 2020. New dates to be announced soon!

n e w s Shock-Free Coalition Announces New Dates for Pledge Drive

he ShockFree Coalition (shockfree.org) has postponed its 63Day Pledge Drive (shockfree.org/2020PledgeDrive) to Sunday, Septem ber 20 – Saturday, November 21, 2020. The aim of the initiative is to ed ucate consumers and pet professionals about the benefits of using rewardbased training as opposed to the risks associated with using shock collars. The event will award a range of prizes, including free tick ets to the sixth annual PPG Summit, to individuals and organizations that inspire the most people to Sign the ShockFree Pledge (shockfree .org/Pledge), a call to action whereby signees commit to the principle that electric shock has no place in animal care, training and behavior modification protocols. "The ShockFree Coalition believes that pets have an intrinsic right to be treated humanely, to have each of their individual needs met, and to live in a safe, enriched environment free from force, pain and fear," said ShockFree Coalition chairman, Don Hanson. "Through the Pledge Drive, we will be providing a onestop source for pet professionals who are seeking help with educating their clients, colleagues, friends, and

family members about the benefits of using scientifically sound training methods and equipment, as well as the very real risks of fallout from using a shock collar as a training tool. We invite pet professionals and enthusiasts worldwide to participate in the Pledge Drive as we seek to eliminate shock devices from the supply and demand chain and make the world a better place for pets." "Outdated, punitive training methods that aim to reduce or stop be havior through pain and fear have no place in modern dog training," added PPG president Niki Tudge. "We have a growing body of research via the scientific community that shows the use of aversive training methods, such as electric shock, runs the risk of both physical and psy chological damage, with pets shutting down from fear or becoming ag gressive towards people and/or other animals. As a result, pets may end up being relinquished to a shelter, inaccurately labeled as 'aggressive,' or, sadly, euthanized. The ShockFree Coalition's ultimate goal is to pre vent this from occurring, and to create a kinder, more informed living environment for both pets and their owners."

PPG Opens Online Store

Webinar Book Competition Winners

he PPG Store (petprofessionalguild.myshopify.com/collections/all) is now open for business and has some great products available, with more being added on a regular basis. Currently, you can find a range of apparel, water bottles, laptop sleeves, baseball caps, beanies and more. Place your order today so you can proudly display your force free philosophy!

BARKS BARKS from from thethe Guild/January Guild/May 2020 2018

ongratulations to Jean Arovas, Fran Berry and Melony Phillips who were the lucky live webinar attendees in February to win a copy of Dr. Zazie Todd’s book, Wag: The Science of Making Your Dog Happy, hot off the press! Dr. Todd, of Companion Animal Psychology (companionanimalpsychology.com), hosted another webinar at the PPG Virtual Summit on April 2 (petprofessionalguild.com/PetRescue Resource) and will also present at the 2020 PPG Summit in Phoenix, Ari zona on September 1822 (petprofessionalguild.com/PPG2020Summit &Workshops).

Save the DATES! Presentations by Dr. Robert Hewings

Author of ‘Introduction to Canine Scent-Work’ and head of learning and development for The UK College of Scent Detection

uild The Association for Force-Free Pet Professionals

Become an Accredited Canine Scent Instructor!

Back for a return engagement

For dog instructors that teach in a pet dog environment including classes, specialist workshops, one to one training and behavioral modification programs or if you just love scent dogs.

November 7-11, 2020 Tampa, FL

Take Your Canine Scent Handling to the Next Level! With the Canine Scent Advanced Handling Program

#2 #3 REGISTER TODAY

Ready for your next challenge? This program takes you beyond the Canine Scent Instructor Program by introducing advanced detection and handling skills and more intricate search challenges. During this program you will further strengthen the skills established in our Canine Scent Instructor Program and hone your active search and observational know-how.

If your dog has a reliable ‘one scent search with a passive indication’ then this is the course for you.

November 17-21, 2020 Tampa, FL

~PTSD~ Assistance Dog Training Learn How to Train Dogs To Detect Post Traumatic Stress Disorder Focus on training dogs for pheromone discrimination and support through night terrors and much more. Join us for this 2-day course designed for anybody interested in training dogs to support those who suffer from PTSD and for those with a general interest in the role of assistance dogs.

November 24-25, 2020 Tampa, FL LIMITED Working Spots & Auditor Spots

n e w s PPG Names January Project Trade Ambassador

ongratulations to Holly Tedor of Howling Peaks Dog Training LLC (howlingpeaks.com) in Alaska, USA for trading one shock collar and who has been named Project Trade Ambassador for January 2020. Holly Tedor of Howling Peaks Dog Training LLC exchanged this shock collar for service discounts and was named Project Trade’s Ambassador for January 2020

Project Trade (projecttrade.org) is an international opt‐in advocacy program for PPG members that promotes the use of force‐free training equipment by asking pet guardians to swap choke, prong and shock collars (and any other devices that are designed to change behavior or care for pets through pain or fear) for service discounts. Join today!

Find out more about how Project Trade can help your business in ‘Helping Dogs, Helping Families,’ BARKS from the Guild, March 2017, pp.20‐25 (bit.ly/HelpingDogs).

STOP PRESS: In times of crisis it is more important than ever to stick together! PPG is committed to helping you, our members, during this challenging environment. Keep an eye on the Business Contingency Planning section (petprofessionalguild.com/Business-Contingency-Planning) in the Members' Area of the PPG website (petprofessionalguild.com/PPGMemberArea) for regular updates on all things coronavirus (remember, you must be logged in), and watch out for our regular Business Contingency Planning emails in your inbox!

PPG Announces Summit 2020 BARKS Podcasts Move to New Platform, Free Ticket Winner First Podcast Now Available

ongratulations to Kimm Hunt of Kimm Hunt Dog Training (kimmhunt.com) in Alpharetta, Georgia, who is the winner of our #PPGSummitSchedule Compe tition, and has been awarded a free entry ticket to PPG Summit 2020 in Phoenix, Arizona on September 1822, 2020.

ARKS Podcasts have resumed and are now available on Anchor (anchor.fm/petprofessionalguild) and Spotify (spoti.ﬁ/2UjrJPG), so you can select your preferred app to listen any time or download. Make sure you follow BARKS Pod casts on whichever app you choose so you can stay updated with new releases. The most recent BARKS Podcast took place on March 25, 2020 with guest Veronica Sanchez, founder, Cooperative Paws Service Dog Coach™ (cooperativepaws.com) and author of Service Dog Coaching: A Guide for Pet Dog Trainers discussing the role of serv ice dogs, service dog training, and instructor certiﬁcation programs. Listen to the pod cast at bit.ly/2UCWmhT. See also Sanchez’s article, Troubleshooting the Hand‐Delivered Retrieve on pp.32‐34.

BARKS from the Guild/May 2020

n e w s Niki Tudge Talks Force-Free Training

heck out PPG President Niki Tudge discussing forcefree training with Dr. Karen Becker in this fascinating interview (youtu.be/GfhNW260oiQ)! “In my opinion as a practicing veterinarian, even though vets graduate with little to no background in animal train ing, we really need to be on the front lines in terms of referring clients to trainers who use positive, nonpunitive methods. It would be wonder ful to have a single resource to refer people to with complete confi dence. It can make the difference between a pet who returns with his human to our practice year after year grounded and wellbalanced, and a pet we never see again because his family dropped him off at the shel ter due to his behavior problems,” writes Dr. Becker in her correspon ding article, No Pain, No Force, No Fear: An Interview With Niki Tudge, (healthypets.mercola.com/sites/healthypets/archive/2020/02/23/no feartrainingfordogs.aspx).

Join the PPG Members’, All about Cats, and All about Horses Facebook Groups; Follow PPG on Twitter and IG

PG members are invited to join the PPG Members’ Facebook group (facebook.com/groups/PetProfessionalGuild) for business contin gency planning support and advice in the current climate, as well as the PPG All about Cats (facebook.com/groups/512499695617190) and PPG All about Horses (facebook.com/groups/1079968692107997) Facebook groups to learn more about feline and equine behavior and ask ques tions on anything related to cats or horses. PPG also has an active Twit ter account and often tweets about new scientiﬁc research studies, plus blogs and videos that are of interest to pet professionals. Join us there @PetGuild (twitter.com/PetGuild). PPG is also on Instagram so don’t miss us there either! (instagram.com/petprofessionalguild).

Earn Your CEUs via PPG’s Webinars, Workshops and Educational Summits! Webinars

Educational Summits

The ABC’s of Animal Training and Behavior Presented by Eduardo Fernandez PhD Friday, May 1, 2020 1 p.m. (EDT) petprofessionalguild.com/event3780978

PPG Summit 2020 (Phoenix, Arizona) (see also ads on p.17 & p.64/back cover) Friday, September 18 Tuesday, September 22, 2020 petprofessionalguild.com/PPG2020Summit&Workshops

Defensive Aggressive Behavior Presented by Claudia Estanislau Wednesday, May 13, 2020 2 p.m. (EDT) petprofessionalguild.com/event3631899

Residential Workshops

What Did the Horse Trainer Say to the Donkey? Presented by Monique Williams CPDTKA Thursday, May 14, 2020 1 p.m. (EDT) petprofessionalguild.com/event3773058 Anxiety: The Whole Story Presented by Dr. Jessica Hekman Friday, June 5, 2020 1 p.m (EDT) petprofessionalguild.com/event3702923 Post Traumatic Stress Disorder How It Manifests in Dogs, and How We Can Help Them Presented by Alexandra Santos Wednesday, June 17, 2020 1 p.m. (EDT) petprofessionalguild.com/event3789862 Schedules of Reinforcement and Animal Behavior Presented by Eduardo Fernandez PhD Wednesday, July 1, 2020 1 p.m. (EDT) petprofessionalguild.com/event3780970 To Spay or Not to Spay – That is the Question Presented by Dr. Jessica Hekman Friday, August 7, 2020 1 p.m. (EDT) petprofessionalguild.com/event3702927 Stressed Out: Dogs, Hormones, and Stress Presented by Dr. Jessica Hekman Friday, October 2, 2020 1 p.m. (EDT) petprofessionalguild.com/event3702930

PPG Webinars On Demand Listen any time! (Scroll down to ﬁnd all the latest additions): petprofessionalguild.com/RecordedWebinars

Interactive Play Skills Instructor Course with Craig Ogilvie (Tampa, Florida) Saturday, October 17, 2020 Sunday, October 18, 2020 petprofessionalguild.com/event3772315 Canine Scent Instructor Program with Dr. Robert Hewings (Tampa, Florida) (see also ad on p.9) Saturday, November 7, 2020 Wednesday, November 11, 2020 petprofessionalguild.com/2020ScentInstructorProgram Canine Scent Advanced Handling Program with Dr. Robert Hewings (Tampa, Florida) (see also ad on p.9) Tuesday, November 17, 2020 Saturday, November 21, 2020 petprofessionalguild.com/November2020CanineScentAdvanced Handling Learn How to Train Dogs to Detect Post Traumatic Stress Disorder Nightmares with Dr. Robert Hewings (Tampa, Florida) (see also ad on p.9) Tuesday, November 24, 2020 Wednesday, November 25, 2020 petprofessionalguild.com/TrainDogstoDetectPostTraumatic StressDisorder Reactive to Relaxed: Next Steps in Control Unleashed with Leslie McDevitt (Tampa, Florida) (see also ad on p.29) Saturday, February 13, 2021 Sunday, February 14, 2021 petprofessionalguild.com/event3597687

• Details of all upcoming workshops: petprofessionalguild.com/Educational‐Summits Note: All dates and times are correct at time of going to press but are subject to change. Please check website for an updated list of all webinars, as well as discounted and on‐demand webinars: petprofessionalguild.com/GuildScheduledEvents.

BARKS from the Guild/May 2020

Thank You

For your support and sponsorship launching PPGâ&#x20AC;&#x2122;s new Pet Rescue Resource Program through our 2-day virtual summit

You Are the Best!

uild The Association for Force-Free Pet Professionals

Dr. Robert Hewings Dr. Nick Thompson Malena DeMartini Casey McGee Dr. Zazie Todd Dr. Karolina Westlund Dr. Morag Heirs Dr. Hannah Capon Dr. Juliane Kaminski

competition

#PPGValentine Favorites To celebrate Valentineâ&#x20AC;&#x2122;s Day, in the run-up to PPGâ&#x20AC;&#x2122;s sixth annual summit in Phoenix, Arizona in September, we asked you to post photos of your pet(s) on social media and share some of the many reasons why you love them. We had so many great entries we

ÂŠ Can Stock Photo/HitToon

decided to feature some of our favorites here

Beau B. Bunny

Winner Congratulations to Eva Perrigo of Star Dog Training (stardogtraining.org) in Jackson Hole Valley, Wyoming who was the winner of our Valentineâ&#x20AC;&#x2122;s Day Competition. She has been awarded a free entry ticket to PPG Summit 2020 for her photo of Beau B. Bunny. â&#x20AC;&#x153;I love my Beau B. Bunny more than life itself,â&#x20AC;? she says. â&#x20AC;&#x153;This boy has taught me patience, uncondiâ&#x20AC;? tional love and a more thorough unâ&#x20AC;? derstanding of the complexities of an individual dogâ&#x20AC;&#x2122;s personality. Heâ&#x20AC;&#x2122;s a goofball, a great brother to his furry sister, and the love of my life.â&#x20AC;?

Honorable Mentions

â&#x20AC;&#x153;All of my dogs are so special to me (especially you Huxley đ&#x;&#x2DC;&#x2DC;). I know multiple dogs are not for everyâ&#x20AC;? one, but I feel empty without the chaos. I fit in with them. I donâ&#x20AC;&#x2122;t get to feel that very often within my life. They get me out of bed when Iâ&#x20AC;&#x2122;m sad (someâ&#x20AC;? times forcefully, Volt) and sometimes reduce me to an existence as a crazy dog lady rolling around on the ground with them.â&#x20AC;? Â lizbarkett

â&#x20AC;&#x153;This darling is sweetie Pie. I adore her beâ&#x20AC;? cause she loves everyone. How can you not love a dog with so much love to give? Pie is my foster dog through #maricopacounty #aniâ&#x20AC;? malcareandcontrol. It amazes me Pie hasn't been snatched up yet. She's a great dog, but does need to be the only dog in the home. She's 2 years young (the BEST age to adopt a dog btw). She plays like a puppy then naps the rest of the day, and has wisdom beyond her years.â&#x20AC;? Â mynewfosterdog

BARKS from the Guild/May 2020

â&#x20AC;&#x153;I am super excited about The Pet Profesâ&#x20AC;? sional Guild Summit in Phoenix in Septemâ&#x20AC;? ber! I am looking forward to many presentations especially those on cooperaâ&#x20AC;? tive care. Oliver is such a brave learner. The quality of his life is dramatically improved through training cooperative care. I love his bravery and willingness to play training games with me!â&#x20AC;? Â Kim Silver

competition

â&#x20AC;&#x153;I love my boy @flatcoatfinn because he reâ&#x20AC;? minds me to not take life too seriously.â&#x20AC;? Â OAK9 Academy Canine Behavior Center.

â&#x20AC;&#x153;I love my girl because sheâ&#x20AC;&#x2122;s lovable. In just a few short months, sheâ&#x20AC;&#x2122;s delighted me, challenged me, taught me, and made me laugh so much. I got her for two reasons (beyond missing having a dog in my life) 1. I had been struggling with my mental health for a few years. Iâ&#x20AC;&#x2122;d vaguely thought about getting a dog to be an emoâ&#x20AC;? tional support animal & finally felt able to commit to taking care of a dog. I didnâ&#x20AC;&#x2122;t anticipate a dog with high anxiety/fearfulness that comes out as aggression đ&#x;&#x2DC;˘ Itâ&#x20AC;&#x2122;s heartbreaking & frustrating and sheâ&#x20AC;&#x2122;s worth it. 2. Iâ&#x20AC;&#x2122;d been wanting to take the plunge into becoming a dog trainer. I did a little training with a family dog as a kid in the early 80s, but most advice then seemed so harsh. I happened to come across a positive reinforcement trainer on YouTube just as I was thinking about changâ&#x20AC;? ing careers & it just clicked (sorry for the awful pun!). Now I need to learn as much as I can to help her be the wonderful, happy dog I know she can be. And look at that face & snuggle ability, I canâ&#x20AC;&#x2122;t help but love her! đ&#x;&#x2DC;?đ&#x;Ľ°â?¤ ďż˝ â&#x20AC;? Â ms.wigglebutt.acd

â&#x20AC;&#x153;We love our dogs because they make us smile EVERY day!â&#x20AC;? Â thecraziestdoglady

â&#x20AC;&#x153;I would love the opportunity to go to the 2020 PPG Summit! I adopted Stevie and Bobbie in June of 2019 from Memphis Aniâ&#x20AC;? mal Services. They've been by my side as my best friends and training partners since the day I brought them home. I couldn't imagine my life without my 2 goofy, smart, big girls!â&#x20AC;? Â Part of the Family Pet Sitting and Training

â&#x20AC;&#x153;Chile and I have a love story that started over 16 years ago (she will be 17 years old next month!). She is the reason I became a forceâ&#x20AC;?free trainer and why I chose to specialize in helping dogs who suffer from separation anxiety. I love her for more reasons than I could ever exâ&#x20AC;? plain and she makes me a better person.â&#x20AC;? Â doggyeinsteinstraining

â&#x20AC;&#x153;I love these guys because they remind me everyday what love is and help me grow as a person and trainer.â&#x20AC;? Â Miranda Baxter

â&#x20AC;&#x153;Photo of Valor and Skye. My dogs are lovâ&#x20AC;? ing, active, always ready for adventure and our love for them is because they provide a love and caring in only the way a dog can give it, they assume nothing, they judge no one, they keep me moving and active and learning. The best teacher is that dog by your side.â&#x20AC;? Â Diane Garrod

â&#x20AC;&#x153;My Rylee is the blessing I didnâ&#x20AC;&#x2122;t know I needed. Playing with her brings me so much joy! Love her more than words can deâ&#x20AC;? scribe.â&#x20AC;? Â Lauren Van Duzer

BARKS from the Guild/May 2020

competition

“Jasper and the team are excited to see what the PPG Conference holds this year, so we can bring all that super knowledge back to our clients!” WonderDogUniversity

“(Endearing terms borrowed from another FB group) ‐ Nadia is my #PPGValentine be‐ cause: 1. She is my Soul Dog (self‐explana‐ tory), 2. She is my Gateway Dog (she moved me from basic pet owner to dog training en‐ thusiast), 3. She is my Crossover Dog (re‐ searched and subsequently adopted science‐based training), 4. She can look at any stranger and immediately illicit an invol‐ untary "Awwww" response.” Chronicles of Nadia

“I am so excited to attend the PPG Summit! It’s in Phoenix this year so very close. I can’t wait to learn more about dog training! I love my dog Derp, she has taught me so much about patience, marker cues, consent and life in general.” Alicia Nicholas

“We adopted Goopert 1 month ago today from Madison Oglethorpe Animal Shelter. We love his curiosity, affection, loyalty, quirkiness, and devo‐ tion to destruction.” Kimm Hunt Dog Training

“If I could tell you all the things this dog has taught me, I would fill up the text limit for Insta‐ gram. She is so sweet and cuddly, but quite an attitude as well. I always say I would never get another hound, but I wouldn't trade her for the world!!!” frieda_ryder_bella “Our crazy house of Misfits would not be the same if any one of you were not here.” Jean Carew

“I love Abaddon because he is the happiest boy on earth. Only Abaddon would be so happy he needed a cloth crate so everyone could hear the “ I love my pets because personal space is speaker and not his tail.” Emily Musgrove overrated.” leahdurbak

BARKS from the Guild/May 2020

“Both my dogs will be my valentine this year! ❤ � I love Chloe for her willingness to do anything with me after I finally earned her trust ❤ � I love Bella for pushing me towards being a better trainer and for being such a good little snuggler ❤ �” mountainmuttdog

i n L e r u e p k a e p S THE #PPGSummit 2020 SUMMIT & WORKSHOP

Phoenix, Arizona

Collaborative Care and Enrichment – Creating Partnerships for Positive Results!

uild

Summit 2020, Phoenix, AZ Collaborative Care & Enrichment

Dr. Alexandra Protopopova Dr. Deborah Jones Dr. Karolina Westlund Dr. Kelly Lee Dr. Lisa Gunter Dr. Zazie Todd Emily Larlham Leslie McDevitt Emily Cassell Glenn Pierce K. Holden Svirsky Judy Luther Kim Monteith

Dr. Maria Karunungan Suzanne Clothier Louise Stapleton-Frappell Niki Tudge Paula Garber Sara McLoudrey Sherry Woodard Tabitha Kucera Tia Guest Carrie Seay Casey McGee Malena DeMartini Debra Millikan

Off-Site Workshops Hosted by

Check-In – Friday September 18th

e v e n t s

A Light in the Darkness Niki Tudge and Dr. Pamela Shultz report on PPG’s February certification workshop on Pet Loss and Grief Companioning hosted by Coleen Ellis of Two Hearts Pet Loss Center

PPG president Niki Tudge (front row, third right) and workshop host Coleen Ellis of Two Hearts Pet Loss Center (front row, sixth left) pictured with Pet Loss and Grief Companioning workshop attendees at PPG headquarters last February

n 2018, I (NT) lost my heart dog Bailey to cancer. It was diagnosed one morning as a tiny bump on her neck and within four weeks, against the introduction of prednisone and four chemotherapy treat ment options, it was the size of a tennis ball. Bailey and I, like so many of you and your pets, had an incredible bond. We rescued each other in 2007 when she was a lively 10month old Aussie puppy and I was a startup business owner. Not wanting to face the inevitable, let alone plan for it, I had not thought through how I wanted her to leave this world. Any thoughts of her aging were always pushed quickly out of mind. I did have some fairly strong opinions about how it was not going to end given previous end of life situations with pets, that still cause a shudder laden with regret. It was not going to be a hurried goodbye in the middle of the night while Bailey struggled for breath, stressed, scared and anxious. Nor was it going to be on a cold medical consulting room table away from all she knew and loved, her home. No, Bailey’s end of life would be with peace and love and shared moments around multiple pieces of her favorite freezedried kibble on her bed, in celebration of our wonderfully shared life. On a more recent note, while writing this article, I came across my Ode to Bailey on the Lap of Love website (lapoflove.com). For those of us who have lost a beloved companion, we relive the pain of their loss whenever we reflect. It can never be understated how much we love and cherish our animals. They are never “just a pet:” Physical pain and emotional grief fill the vacancy of love and joy Your free spirit vulnerably encased your prance and smile You leave behind a fragmented heart and shattered spirit No words can express our loss! ‐ Niki Tudge, January 27, 2018

BARKS from the Guild/May 2020

So, as we prepared to say goodbye to Bailey and during my search for a veterinarian who could come to our home and offer the necessary end of life counselling and support, I came across Lap of Love, mobile veterinarians dedicated to end of life care including euthanasia. I quickly gravitated toward them due to their stated mission: “Lap of Love is a network of veterinarians around the country whose goal is to empower every owner to care for their geriatric pets. Our philosophy centers around the humananimal bond and the need for that bond to be as undisturbed as possible during this most difficult time… discussing when to say goodbye is the most important conversation a veterinarian ever has with the families that call upon us for help. Empathy, openness, nonjudgementalism, and compassion are the heart of what we do. Talk ing about death is a skill and it is a privilege to walk families through that conversation.” My experience with them was second to none, from the initial pan icked Sunday afternoon call I placed to them the day we realized the fight was lost to the day of Bailey’s passing. They did not waiver in the support, options and empathy they offered, nor did they disappoint with the impactful and compassionate way they shared facts.

Grief Counselling In contrast to my experience with losing Bailey, nine months later in July 2019, I had to fly urgently to my parents’ home in England where my fa ther had been hospitalized. Sadly, he died 24 hours after I arrived but with enough time for me to share some moments of quiet love and re spect. I was devastated. This was my father, the best role model one could have ever asked for! The entire experience was further com pounded by a lack of empathy, counselling and access to answers and

e v e n t s support from hospital staff. I wasn’t really sure what to expect or what fell within their job roles as this was my first exposure to the death of a human family member. I did know that, from my perspective, it had been a rather fragmented process and certainly lacking in...something. The skill set demonstrated by the hospital personnel was signifi cantly different to that which I had experienced from the Lap of Love staff the previous year. From this one experience I now had with losing a human family member as well as the need to help support and counsel my remaining family members, I came to the realization that I was lack ing in some significant grief counselling skills. Being around those in grief and pain was not unusual; I am often exposed to pet parents suf fering from pet loss and grief, but I have to be honest: I have never re ally felt competent to help support them in their end of life journeys. When I returned to the U.S., I set about learning more about pet loss and grief and how we, as pet professionals, can add this skill set and bring this knowledge to our clients and our peers in the pet indus try. My starting point was Lap of Love; I returned back to those who had provided support and comfort when I most needed it. Through the Lap of Love network, I stumbled upon Coleen Ellis of Two Hearts Pet Loss Center (twoheartspetlosscenter.com). Coleen had been fundamental in the education of the Lap of Love veterinarians regarding companioning and still works with them on an annual basis for the delivery of contin ued education. She and I quickly connected and began discussing a workshop featuring the topics I felt were most needed, which happened to be where she specializes and excels.

Will I make the decision too soon or too late? There are lots of factors to consider and more often than not there is a window of timing rather than a definitive date. I think when you consider it like this it takes some of the overwhelming pressure off pet guardians as they are empowered to watch, observe and discuss the process with family members and their veterinarian rather than try to laser focus in on a day and time.

Individual Journey The resulting workshop took place in February and the key topics cov ered in the twoday program were: Understanding Pet Loss Companion ing, Anticipatory Grief, The Six Central Needs of Mourning, Understanding Grief (from the point of view of children as well as sur viving pets in the household), Intricacies of Pet Loss and questions of faith (yes, we did go there) and The Importance of Rituals (with specific examples and ideas). Perhaps two of the most valuable topics covered, for me (PS), were Communication and Care for the Caregiver. While these are both essential elements of pet loss support, they also have applications and relevance to every aspect of being a pet professional. The event promotion read, “Not only will this program bring you the learning needed to help pet lovers, it’s also a beautiful selfcare work shop on understanding our own journeys and experiences with loss, grief and our own authentic selves.” And our workshop host Coleen, certified pet loss professional and author of Pet Parents: A Journey Through Unconditional Love and Grief, did not disappoint. At the onset of the course, attendees were asked what they most wanted to achieve through the program and the key themes were docu mented on a flip chart. At the close of day one, a review was done and those goals not achieved were moved to day two where they were pri oritized and covered. By the end of the program everyone’s key goals had been accomplished and each attendee felt better equipped to be a more competent professional in the realm of pet loss and grief. The list of key goals included topics such as: • The need for more tools to better help families grieve and, in particular, the elderly and children. • How to discuss end of life decisions and give comfort to families in terms of the oftasked question, “When is the right time?” • How to approach each and every day after end of life with no regrets. • How to have a strategic approach to the pet loss and grief process with the necessary tools for each key area so we are more empowered to help clients. • How to help clients mourn the lost pet and ‘what could have been’ for those that are lost at a young age.

“These professionals, which ranged from trainers, shelter workers, animal care control team members, a husband and wife team providing prayer blankets for pets, veterinarians and pet sitters, gave with all their heart in their love for animals. The stories, always so powerful from every aspect of service represented in the room. The shelter worker… what he shared [about what] he dealt with and saw, my heart broke. The animal care and control young lady… I had to put a layer of protection in knowing what she dealt with daily. The trainers, in sharing the love they had for the roles to the heartbreak of their job when they just couldn’t “fix” a mentally broken animal. Argh. My heart. My shattered heart. The two days spent together were so deep, so fulfilling, so rewarding, and an event where I know I will forever be connected to these folks in the work we all do.” Coleen Ellis, Me, the Pet Professional Guild, and My Village People (bit.ly/33Uv5M2), BARKS Blog, March 2, 2020.

BARKS from the Guild/May 2020

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How to identify the different faces of grief as shown by different family members and the best way to approach personality types.

No Judgment

The event closed with a memorial service Coleen arranged specifically for the pets that we, the attendees, continue to hold so dear to our hearts. Tears were shed, love was shared and our animal teachers were honored and remembered.

We both had lots of aha moments during these two days. First and foremost, for those wanting to offer pet loss and grief counselling serv ices, you need to remove all judgment from the equation. For each lost pet, the experience of the guardian is a unique and sacred journey that only they can take together. How they embark on that journey is very personalized. As a counselor, you are simply there to facilitate and sup port their chosen approach and help make them aware of all the op tions they can choose from for the end of life process and memorializing their family member. Secondly, there was the issue of the burning question we all want answered when making end of life decisions. Will I make the decision too soon or too late? There are lots of factors to consider and more often than not there is a window of timing rather than a definitive date. When you consider it like this it takes some of the overwhelming pres sure off pet guardians as they are empowered to watch, observe and discuss the process with family members and their veterinarian rather than try to laser focus in on a day and time. This workshop, sponsored by and hosted at The DogSmith and Dog Nostics Career Center in Tampa, Florida, not only provided all it prom ised in the promotional writeup, but also CEUs and RACE credits for the array of professionals who attended. Attendees included representa tives from the fields of training, shelter and rescue organizations, pet sitting services, veterinary medicine and more. We were bound, not only by our love of animals, but also a deep concern for the people who care for them, whether at home, at work or both. The event closed with a memorial service Coleen arranged specifi cally for the pets that we, the attendees, continue to hold so dear to our hearts. Tears were shed, love was shared and our animal teachers were honored and remembered. Although there was the anticipated sadness surrounding the topic of pet loss, there was also so much gratitude, love and learning through out the workshop. The scope of the experience was summed up when attendee, Lisa Waggoner, founder and trainer at Cold Nose College, re flected afterwards, “Who knew that such a deep dive into death, grief, mourning and grief support would be so enlightening, cathartic and beneficial?” Ultimately, in our death avoidance society, what a gift to now have the tools and resources to be, as Coleen describes, “a light to those needing it in their time of darkness.” n About Coleen Ellis Coleen Ellis founded Two Hearts Pet Loss Center (twoheartspetlosscenter.com) in 2009, to guide people who wish to provide meaningful pet death care services in their communities, as well to be an ed‐ ucational resource in the pet grief discipline. That year, she received the first Death and Grief Studies Certification specializing in Pet Loss Companioning by Dr. Alan Wolfelt as well as releasing her first book, Pet Parents: A Journey Through Unconditional Love and Grief. She is also Certified in Thanatology and is a Certified Pet Loss Professional. By 2014, she joined Nick Padlo as managing partner and chief marketing officer to form an acquisition com‐ pany whose mission is to standardize and raise the service levels of the pet loss industry. The Pet Loss Center strives to be the nation’s premier pet loss service, elevating the experiential component of pet loss and grief care across the country. In 2019, she shifted her position with The Pet Loss Center to an advisory/consultant role. She is also the founder and past co‐chair of the Pet Loss Professionals Alliance and past president of the International Association of Animal Hospice and Palliative Care, where she currently serves as an advisor. She is a native of Kansas where she graduated from Fort Hays State University with a Bachelor of Science degree in Marketing. She currently sits on the Board of Trustees for Fort Hays State University, and is a recipient of the 2018 Alumni Achievement Award, the college’s highest recognition for graduates.

BARKS from the Guild/May 2020

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Harassment in the Workplace An examination of real life scenarios, potential solutions and the need for unmitigated support

In the first part of this two-part feature,

Niki Tudge examines harassment in the workplace and encourages pet industry professionals to speak up about harassment of any kind, providing a range of suggestions and recommended policies to help enable them to do so © Can Stock Photo/chalabala

Any change in culture needs to be impactful enough to foster an environment of empathy and support for victims rather than a lack of belief or victim shaming, which is seen all too often in today’s climate

ver 10 years ago, in 2006, the ‘Me Too’ movement was founded by activist Tarana Burke, whose goal was to spread the essential message to survivors of sexual harassment and assault: “You’re heard, you’re understood.” (qtd. in North, 2017). Today, the Me Too ini tiative has become something of a cause célèbre, largely thanks to ac tress Alyssa Milano (North, 2019) who, on October 15, 2017, tweeted this straightforward request to her 3.5 million plus followers: “If you’ve been sexually harassed or assaulted write ‘me too’ as a reply to this tweet.” (Milano, 2017). States Pflum (2017): “Within 24 hours, [Mi lano’s] post generated thousands of replies, comments and retweets and inspired thousands more original posts on social media, with women and men from around the world sharing personal stories.” Celebrities such as Lady Gaga, Viola Davis, Gwyneth Paltrow, Ashley Judd, Jennifer Lawrence, and Uma Thurman were among those who re sponded, but many women “who were not household names also spoke out: nurses, teachers, engineers, florists, waitresses and students — mothers and daughters, sisters and wives. Some opened up for the first time about being raped. Others told of fending off aggressive cowork ers and losing jobs.” Pflum (2017). Meanwhile, the hashtag #MeToo rap idly went viral across social media (Dorking, 2017). 22

BARKS from the Guild/May 2020

“How I wish we lived in a time when laws were not necessary to safeguard us from discrimination.” ‐ Barbra Streisand (BrainyQuote.com, n.d.) States North (2019), “As a journalist covering the issue, it’s a ques tion I hear more often than almost any other: ‘Survivors have shared their stories, some powerful men have lost their jobs, but at a broader social level is anything really different?’” North (2019) goes on to report that some states are now banning nondisclosure contracts that cover sexual harassment. Some states are also introducing more provisions to help protect workers. New York, for example, has expanded its sexual harassment law to incorporate contractors (The New York State Senate, 2019) and U.S. Congress has now reformed processes to help staffers who report sexual harassment (Congress.Gov, 2018). But so much more is needed in terms of education, reporting procedures and protection for individuals not shielded by corporate harassment policies. How, then, does one get help as an independent and small business owner when predatory behavior flies just below the legal radar or when an in dividual is not sure what constitutes harassment, sexual or otherwise?

c o v e r Speaking Out

rienced some form of contact sexual violence in their lifetime. • 27% of college women have experienced some form of un As a businesswoman who has had multiple contacts with professionals, wanted sexual contact. over many years, I have heard directly from multiple victims of harass • More than 90% of sexual assault victims on college campuses ment, social bullying and sexual harassment across a range of disciplines do not report the assault. in many industries. Some of these incidences have been reported to Concerning workplace harassment, Workplaces Respond (2020) re local law enforcement while others have not. Some are considered ex ports as follows: tremely serious and others are not. Some are tedious and considered to • Nearly two in three corporate executives (63%) surveyed by the be more irritating or annoying to victims whereas others are intimidat Corporate Alliance to End Partner Violence say that domestic ing, threatening and, in severe cases, illegal and warrant criminal inves violence is a major problem in our society and more than half tigation. Yet those on the receiving end of such behaviors did not invite (55%) cite its harmful impact on productivity in their compa or encourage the “attention;” in fact, most continually fought to avoid nies, but only 13% of corporate executives think their compa and escape it. Many stated that even when they explicitly communi nies should address domestic violence. cated to the offending party that the behavior was unwelcome, it still • Approximately 24% of workplace violence is related to personal continued. As such, victims may be left holding a can of shame, strug relationships, which involve situations where an individual gling with depression or feeling violated, while their assailant moves on gains access to a workplace and commits a crime targeting an with no negative impact on their life and an untarnished career. employee or customer who is a current or former intimate Based on my own, admittedly limited, exposure to victims over the partner. last two years, I would say that harass According to Golshan (2017), “The US ment in the workplace either appears to Equal Employment Opportunity Commis be on the rise — or perhaps those who As a businesswoman who has sion, a government agency responsible for have experienced it are only now begin had multiple contacts with processing the sexual harassment com ning to speak out. Like many social issues, professionals, over many years, I plaints that do get reported, says nearly harassing behavior and its consequences have heard directly from multiple onethird of the 90,000 complaints re may continue to percolate and cause con victims of harassment, social ceived in 2015 included a harassment alle tinued damage in what can become the gation…One 2003 study found that 75% of bullying and sexual harassment darkness of victim shame, posttraumatic employees who spoke out against work across a range of disciplines in stress disorder, or a survival mechanism of place mistreatment faced some form of re many industries. Some of these silence that victims may embrace to pro taliation.” tect themselves. These feelings may rumi

incidences have been reported

nate for many months until they to local law enforcement while Policy eventually see the cleansing light of day as others have not. victims attempt to selfheal and/or bring In the U.S., we are not lacking in laws and about justice and social awareness to their legislation to protect individuals in the individual plight through the sharing of workplace. Indeed, there are numerous their experiences and stories. But many cases go unheard, untold and laws already in place to protect individuals against harassment and dis with no justice sought. crimination. But prior to reviewing those current laws, let’s get agree on I do not pretend to be an expert on this issue by any stretch of the some understanding of key terms we will be using here. By doing this, imagination. However, coming from a very structured corporate envi we can begin to have shared meaning around these concepts and what ronment where responsibility lay at the feet of both the employer and they involve. employee to create and manage a safe work environment, I do feel that Off the bat, workplace harassment can be based on a variety of fac education has to be our first line of defense. As a former director of op tors that differ from one person to another, such as race, gender, age, erations for a Fortune 500 company, creating and maintaining work religion, and disability. The goal of any harassment policy is to ensure place civility was crucial to employee satisfaction, workplace workers feel safe and secure in their working environment and do not productivity and, thus, satisfied clients, and an important part of my experience hostility. Everyone at work is entitled to this. Two examples role. of the purpose of a Workplace Harassment Policy could be:

Cultural Shift In the workplace, education on what constitutes harassment and how we can create realistic expectations in a professional environment should be supported by a rearguard assault of cultural pressure to bring about change, so inappropriate behavior is immediately reported and handled. Any change in culture needs to be so impactful that it fosters an environment of empathy and support for victims. Rather, what is seen all too often in the current culture is a lack of belief, or victim shaming takes place. Throughout this article, I will incorporate components of a proposed Workplace Harassment policy. Please feel free to use these suggestions to develop your own policy within your own business. To set the stage on how prevalent harassment (including bullying) and sexual harass ment are, let’s first review some statistics. The National Sexual Violence Resource Center (2020) states the fol lowing: • In the U.S., one in three women and one in six men have expe

•

Example 1 Policy Purpose: The company anti‐harassment policy expresses our commitment to maintain a workplace that’s free of harassment, so our employees can feel safe and happy. We will not tolerate anyone intimidating, humiliating or sabotaging others in our workplace. We also prohibit willful discrimination based on age, sexual orientation, ethnicity, race, religion or dis‐ ability. Example 2 Policy Purpose: Each employee has the right to work in an environment that is free from discrimination and harass‐ ment based on any character that defines them and that which is defined and protected by applicable legislation in the geo‐ graphic location (hereinafter referred to as a “protected charac‐ teristic”). Examples of protected characteristics are race, ancestry, place of origin, color, ethnic origin, citizenship, reli‐ gion, gender, sexual orientation, age, record of offenses, marital status, family status, pregnancy, disability or any other ground listed in specific legislation.

BARKS from the Guild/May 2020

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Harassing behavior and its consequences may have a longterm effect with those experiencing it potentially succumbing to victim shame, posttraumatic stress disorder, or remaining silent as an attempted coping strategy

Key Definitions Key definitions help with policy nomenclature. Using standard nomen clature in both verbal and written communication regarding sexual ha rassment leaves no ambiguity concerning what is being discussed and the scope and context of said topic. If we were to each write down these policy definitions and provide our own examples, then we would have multiple different understandings of the words, descriptions and corresponding behavior. This would obviously be a problem and would then provide a work environment where individuals perform based on their own interpretations and value systems. Compliance policies must clearly layout expectations for all employee and leadership behavior, and must be specific enough that they establish how the organization governs across the entire organization and any outlets, offices or con tractor relationships. In summary, the policy must state how the com pany and employees follow the laws, regulations, standards, and ethical practices that apply to the organization. At the beginning of any work place antiharassment policy, once the purpose has been established, there should be a list of key definitions that are pertinent to the topic being addressed in the policy. Here are some examples: 1. Hostile Work Environment may be defined as a work environ ment that is "poisoned" or negatively affected by harassing conduct, even if not directed at a specific individual. 2. Harassment may be defined as any course of conduct, com ment or gesture relating to a protected characteristic, that is known, or ought reasonably to be known, to be unwelcome, or

How, then, does one get help as an independent and small business owner when predatory behavior flies just below the legal radar or when a person is not sure what constitutes harassment, sexual or otherwise?bbbbbbbbbbb

BARKS from the Guild/May 2020

that is likely to cause offense or humiliation to another person. Bullying may be defined as the activity of repeated, aggressive behavior intended to hurt another person, physically or men tally. Bullying is characterized by an individual behaving in a cer tain way to gain power over another person. Behaviors used to assert such domination can include verbal harassment or threat, physical assault or coercion, and such acts may be di rected repeatedly towards particular targets. Condonation may be defined as a course of behavior where a person has become aware that harassment may be occurring and he or she does not demonstrate due diligence in taking the necessary actions to stop it. Sexual Harassment may be defined as any course of conduct, comment, gesture or contact of a sexual nature that is known, or ought reasonably to be known, to be unwelcome, or that is likely to cause offense or humiliation to any employee. Quid Pro Quo situations occur in sexual harassment in situa tions where a person in a position of authority solicits sexual activity and the solicitation is known, or ought reasonably to be known, to be unwelcome, or where the person in authority threatens retaliation if the other person refuses the sexual so licitation, or it becomes a basis for employment decisions, or interferes with an employee's work performance.

Federal Laws Several federal laws have been enacted to protect against harassment and discrimination. These can be quoted in a workplace policy, and cer tainly underpin the policies enforcement and reporting requirements: 1. Title VII of the Civil Rights Act of 1964 – This law was enacted so employers could not legally recruit, promote or terminate an individual based on race, religion, sex, national origin, or color. It generally applies to employers with 15 or more em

c o v e r 2.

ployees, including federal, state and local governments and it also protects job candidates or those in the recruitment process. Age Discrimination Employment Act of 1967 – This act went into effect so employers could not legally recruit, promote or terminate someone based on their age. The Age Discrimination Employment Act protects applicants and employees 40 years of age and above from age discrimination. Since this Act makes it illegal to discriminate against an individual in the workplace simply because of their age it is equally illegal to harass an indi vidual due to age. Americans with Disabilities Act of 1990 – This act ensures that employers make reasonable accommodations for any em ployee covered under the Americans with Disabilities Act. Em ployers are prohibited from discriminating against an employee because of their disability. This means the employer cannot make recruitment, promotion or termination decisions based on the nature of one’s disability. Genetic Information Nondiscrimination Act of 2008 – This act carries weight in terms of how an individual is treated due to their genetic makeup. In summary, they cannot be discrimi nated against or harassed because of a predisposition to a dis ease. The act also prohibits insurance companies from using this information to deny coverage to an employee. The act also protects employees from being discriminated against in the re cruitment, development or termination process.

What is Harassment? To review, harassment may be considered to have occurred where the behavior would have the reasonable impact of being demeaning, embar rassing, intrusive, or intimidating based on a prohibited ground. In legal speak, prohibited ground means that it is against the law to discriminate against people on the basis of “grounds” – age, ancestry, citizenship, color, creed, disability, ethnic origin, family status, marital status, place of origin, race, record of offenses, sex, and sexual orientation. There are three main actions that are widely considered to consti tute harassment: a) When someone is doing something to you to make you uneasy. b) When someone is saying something to make you feel uneasy. c) When an individual knowingly puts you at risk in some manner. Harassment may be intended or unintended and it may be one incident or a series of incidents. It may include (but is not limited to) the following types of behavior: 1. Unwelcome gestures, remarks, messages, jokes, innuendoes or taunting about a person’s race, age, or disability. 2. Displaying offensive, derogatory, or racist pictures or material. 3. Practical jokes related to a prohibited ground, which cause awkwardness or embarrassment. 4. Displaying or transmitting sexually suggestive or pornographic pictures or material. 5. Leering or other gestures of a sexually suggestive nature. 6. Unwelcome suggestive remarks, jokes, innuendoes, or taunting about a person’s body or sex. 7. Unnecessary physical contact such as touching, patting, or pinching. 8. Unwelcome invitations or requests, whether direct or indirect, intimidation or any other comments that might be construed as demands for sexual favors. 9. Sexual assault of any type. 10. Any type of behavior that could be construed as bullying. It is worth providing behavior scope in a workplace harassment pol

In the workplace, education on what constitutes harassment and how we can create realistic expectations in a professional environment should be supported by a rearguard assault of cultural pressure to bring about change, so inappropriate behavior is immediately reported and handled. icy and the 10 types of behavior identified above are valuable to in clude. They provide clarity and content for those who will come under policy enforcement and make the workplace training easier and more readily relatable to those in attendance. There are lots of labels given to different types of harassment. Rawson (2019), chief learning officer and cofounder at Traliant, a U.S.based corporation that specializes in work place compliance training, has classified harassment into seven of the most common “types,” as follows: 1. Physical Harassment: This is a form of violence either to a person or property. It can be threatening behavior or do actual bodily harm wherefore it is considered assault. 2. Personal Harassment: We often call this bullying. An individual is subjected to constant unwanted remarks or insults of an offensive or derogatory manner. Being constantly punished or put down is personal harassment. 3. Discriminatory Harassment: This occurs when an individual is harassed due to their race, age, sex or some other form of protected class. 4 Psychological Harassment: This is when negative remarks are aimed at an individual from both a personal and a professional perspective. 5. Cyberbullying: In other words, harassment that is conducted online. The harasser makes threatening statements via social media, email or other online apps. 6. Sexual Harassment: This is when the perpetrator behaves in a romantic or sexual way towards the victim when it is unwelcome and unwanted. 7. Third Party Harassment. This occurs is when the harassment comes from a third party who does not actually work in the organization but interfaces with it via a contractor or as a client. Harassment creates an intimidating, hostile, and offensive work en vironment. It can also cause unreasonable interference with an individ ual’s work performance and impact their personal life and general wellbeing. On page 26, there is a table that shows key harassing con duct and the offensive actions that may be included. When one takes the time to review some of these individual actions, it becomes clear how easily a hostile workplace can develop in the absence of structured policy and individual behavior oversight.

Are You Being Harassed? Are you currently being harassed, or have you experienced inappropri ate sexual or genderbased mistreatment at the hands of someone en gaged in a professional capacity? As outlined above, there are so many facets of harassment. You may be experiencing physical, verbal or psy chological harassment, or a combination. When it first happens you may feel like there is not much you can do about it, but in fact there is. To compound the situation, you may also suspect that the perpetrator is engaging in similar interactions of a harassing nature with others or that, if left unchecked, more individuals may be subjected to this inap propriate and/or frightening behavior. The very first thing you must do is to tell the harasser to stop doing what they are doing. Be specific with them. Make it clear that their be

BARKS from the Guild/May 2020

c o v e r Conduct Type

Actions that may include offense but are not limited to:

Physical

Actual or threatened assault. This includes hitting, tripping, kicking, punching or any unwanted touching. Malicious or insulting gestures.

Verbal

Unwelcome remarks, jokes, innuendos, or taunts causing offense or embarrassment. This includes name-calling, swearing, bullying, expressing or insinuating threats, incessant teasing, sexual whistling, or spreading rumors.

Psychological

Shunning or ostracizing behavior, stalking, staring; gesturing; preventing someone from joining in an activity, or hiding, damaging or taking another person’s property. Displaying objectionable materials, graffiti, or pictures.

Intimidation

Use of physical or organizational power to coerce a person to perform a particular action, or to instill a feeling of humiliation or intimidation.

havior is unwanted and not welcome. In simple situations, this can or may often be enough to stop the unwelcome interactions. The perpe trator may not have realized the full impact their behavior was having. Their intention, ill chosen as it was, may not have been to harass or scare you. In addition to verbally communicating your wish for the indi vidual to stop the behavior, I also advise that you put it in writing. This may occur via messenger, email or some other private communication. If the scenario has played out in the workplace, then you must also communicate about it to your supervisor, human resources department or line manager.

the workplace policy. The following are standard statements that can be seen in many Workplace Harassment Policies. Please feel free to use these as you see fit in your own business:

Complaint Procedure •

•

“There may be times when we are powerless to prevent injustice, but there must never be a time when we fail to protest.” ‐ Elie Wiesel (Boston University Today, 2018) •

Employee Rights and Responsibilities It is the right and responsibility of any employee to have a clear under standing of any workplace harassment policies and to understand their role and responsibility regarding the policy. This responsibility com mences with providing feedback to the organizational leadership on how the workplace can be improved. It is also essential that employees attend training sessions where policies are reviewed and then make any appropriate changes to their own behavior to ensure they fall in line with the policy statements. In some cases, sim ply using a swear word or teasing a coworker may get you into hot water. For workplace policies to be effective it requires all team members be part of the en forcement. This means employ ees must report hostile behavior to the proper authority and in accordance with

BARKS from the Guild/May 2020

• •

•

Any employee who believes that he or she has been subject to discrimination or harassment should promptly voice a com plaint to the general manager, corporate head of department, or his or her manager. Employees also have the option of con tacting the Ethics Hotline, if there is one in place. Upon receiving a complaint, the director will interview the complainant, the person alleged to have discriminated or ha rassed, and any witnesses to establish the facts of the case. o All relevant facts should be documented accurately and completely in a fair and unbiased manner. If any of the employees involved in the complaint are bound by a collective agreement, any investigation procedures of the col lective agreement must be followed to the extent applicable in each case. A decision on any action to be taken should be rendered in a reasonably timely manner. The complainant and the person alleged to have discriminated or harassed should be kept apprised of the progress of the in vestigation. Under no circumstances may the name of the complainant or the circumstances related to the complaint be disclosed to any person except where the disclosure is necessary for the pur pose of investigating the complaint or taking disciplinary action. If disciplinary action is recommended with respect to the reso lution of a complaint, the general manager or department head

Like many social issues, harassing behavior and its consequences may continue to percolate and cause continued damage in what can become the darkness of victim shame, post-traumatic stress disorder, or a survival mechanism of silence that victims may embrace to protect themselves.

c o v e r •

must approve such disciplinary action. Employees should be aware of their right to file a complaint with the appropriate government agency.

Employer Rights and Responsibilities In the workplace it is the employer who holds much of the responsibility for ensuring the implementation of antiharassment policies. The com pany is ultimately responsible for developing policies, training employ ees, implementing said policies and then enforcing them. Employers must promote a workplace free of harassment by developing the anti harassment policy in compliance with state and federal laws. They must ensure that employees have access to employee handbooks where poli cies are clearly laid out and that periodic training takes place whenever a policy is updated. The employer must make sure also that all viola tions are correctly reported, investigated and when necessary corrective action takes place. Written records must be kept, and they must be con fidential and secure. One of the key responsibilities of the human re sources department is to ensure that there are never situations where retaliation, threat of reprisal or reprisal takes place. As such, a standard paragraph in any workplace harassment policy should clearly state that: “Any retaliation, threat of reprisal, or actual reprisal because someone refused to participate in an act of unlawful discrimination or harass ment, submitted a good faith complaint or cooperated in an investiga tion of unlawful discrimination or harassment would be seen as unacceptable and grounds for disciplinary action.”

Cases involving sexual harassment may often go unheard, untold and with no justice sought

The Unique Work Environment But where does this leave the thousands of pet professionals who work for themselves and do not have the immediate protection of an em ployer and who may find themselves on the receiving end of harass ment? How do they report harassment with no human resources department to lean on? Having researched this scenario, I feel comfort able listing the following as your first line of defense when trying to re solve a harassment issue in your own workplace environment. I consider my work environment to be any situation, environment, or meeting where I am “on the clock” and either performing a work duty or attending an event or meeting as a part of my work responsibili ties. Examples of this are: • In my office. • At meetings held in restaurants or hotels. • On a virtual meeting. • Hosting a Facebook Live session. • Attending a conference or educational event. • During workplace communication via social media, email or phone calls.

Reporting Procedure Your reporting procedure is not a linear process. Rather, it simply docu ments options for you that will be unique, based on your individual situ ation. Here are some examples of different courses of action you may be able to take: a) Internal Reporting: First, you must report the incident to either a business partner or your spouse. Make sure the incident is on record, with date, time, location and specifics of what hap pened. It is important to begin a paper trail that is objective and factual. If you do not have a business partner or a spouse, then choose a family member or a person who you can trust to support you through the process and keep it confidential – without hijacking it! b) Anonymous Reporting: If the individual works for a large com pany, then you may be able to access their company hotline. The SarbanesOxley Act of 2002 requires publicly held compa

nies (i.e. traded on a stock exchange) to have a confidential, anonymous system for reporting concerns. In your search, use key works like hotline, confidential, compliance, and ethics. Board of Directors: In publicly traded companies, the directors are responsible and exposed to personal liability if they do not provide oversight or if company policies fail. With larger com panies you can often access the directors’ audit committee, which is responsible for ensuring board members are not reneging on their duties. With smaller companies, if you have no other contact, you can consider emailing the company presi dent. Again, keep all your information factual and very objec tive. Equal Employment Opportunity Commission (EEOC): You can file a "Charge of Discrimination" directly with the EEOC if you are NOT a federal employee, but you must file the complaint BEFORE you file a lawsuit in court. The EEOC will then conduct an investigation and provide you with a case number should you wish to sue. Note: The procedures for filing a complaint of discrimination against a federal government agency differ from those for filing a charge against a private or public employer. (See Resources for more details and the link to file a charge.) Notify Law Enforcement: Physical assault and extreme emo tional distress are considered crimes. As an example, placing an obscene phone call is considered a criminal sex offense. Do not hesitate to contact the police and file a complaint. Your piece of information may be part of a larger problem and pattern of be havior from the individual. Professional Associations: If the perpetrator is licensed or a member of an industry governing body, then you may file a complaint to the body for them to investigate. If they hold the individual accountable this may result in that person losing their membership or license privileges. Hire an Attorney: Before you consider filing a complaint with the EEOC I strongly recommend you speak to an attorney. A lawyer can help you calibrate your individual experience within the parameters of the law. They will then be in a strong posi tion to offer you sound legal advice. Sometimes this advice may

BARKS from the Guild/May 2020

c o v e r be on process in terms of documentation or it may relate to po tential action you are in a position to take. You may just want the perpetrator to stop and your communications have previ ously gone unheeded. In many situations, a letter from an at torney may accomplish that goal. Now that we have set out shared meaning regarding harassment and defining possible courses of action, the second part of this article will further breakdown the issue of sexual harassment in the work envi ronment. We will examine the traits of those who prey sexually on oth ers and also provide real scenarios of sexual harassment, along with suggested courses of action. n

References Alyssa_Milano. (2017, October 15). If you’ve been sexually harassed or assaulted write ‘me too’ as a reply to this tweet [Twitter Post]. Available at: bit.ly/3a2nM7t Barbra Streisand Quotes. (n.d.). BrainyQuote.com. Available at: bit.ly/3a40f6a Boston University Today. (2018). The Words of Elie Wiesel (Hon.’74) Are More Urgent Than Ever after Pittsburgh Tragedy. Available at: bit.ly/2Qqtic1 Congress.Gov. (2018). H.R.4396 - ME TOO Congress Act. Available at: bit.ly/3900qhh Dorking, M.C. (2017). Alyssa Milano's #MeToo hashtag proves shocking number of women have been sexually harassed and assaulted. Available at: yhoo.it/2vzwlrm Golshan, T. (2017). Study ﬁnds 75 percent of workplace harassment victims experienced retaliation when they spoke up. Available at: bit.ly/2UfE8CR MeToo. (2018). History and Vision. Available at: metoomvmt.org/about National Sexual Violence Resource Center. (2018). Sexual Assault in the United States. Available at: bit.ly/2WqI9qH North, A. (2017). For every Harvey Weinstein, there’s a hundred more men in the neighborhood who are doing the exact same thing. Available at: bit.ly/33tbwKu North, A. (2019). 7 positive changes that have come from the #MeToo

Niki Tudge PCBC-A AABP-CDBT AAPB – CDT is founder and president of the Pet Professional Guild (petprofessionalguild.com), The DogSmith (dogsmith.com), a national dog training and pet care license, and DogNostics Career Center (dognosticscareercenter.com), and president of Doggone Safe (doggonesafe.com). She has business degrees from Oxford Brookes University, UK and has achieved her DipABT and DipCBST. Recently, she has published People Training Skills for Pet Professionals – Your essential guide to engaging, educating and empowering your human clients, Training Big for Small Businesses, and A Kid’s Comprehensive Guide to Speaking Dog, and co-authored Pet Training and Behavior Consulting: A Model for Raising the Bar to Protect Professionals, Pets and their People.

movement. Available at: bit.ly/2U1CZzO Pﬂum, M. (2018). A year ago, Alyssa Milano started a conversation about #MeToo. These women replied. Available at: nbcnews.to/3a1eZTd Rawson, A. (2019). Knowing the Diﬀerent Types of Sexual Harassment Is an Important Step in Prevention. Available at: bit.ly/2vwkbzv The New York State Senate. (2019). Senate Bill S6577. Available at: bit.ly/2Qt0sIh Workplaces Respond. (2020). Why Gender-Based Violence is a Workplace Issue. Available at: bit.ly/3bcwO1X

Resources MeToo: metoomvmt.org Congress.Gov. (2002). H.R.3763 - Sarbanes-Oxley Act of 2002: Available at: bit.ly/2IWlvPd U.S. Equal Employment Opportunity Commission. (1964). Title VII of the Civil Rights Act of 1964. Available at: bit.ly/2xRNIVf U.S. Equal Employment Opportunity Commission. (1967). The Age Discrimination in Employment Act of 1967. Available at: bit.ly/3d8fNri U.S. Equal Employment Opportunity Commission. (1990). Americans with Disabilities Act of 1990. Available at: bit.ly/3a2rzld U.S. Equal Employment Opportunity Commission. (2008). Genetic Information Nondiscrimination Act of 2008. Available at: bit.ly/3d9JQie U.S. Equal Employment Opportunity Commission. (n.d.). Filing A Charge of Discrimination. Available at: bit.ly/2w9khxr

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training

Everything Was Fine Until... Suzanne Clothier explores how to identify what it really means when a client interprets and/or labels their dog’s behavior as “fine,” as well as how to obtain an accurate description and the specifics of what has been observed

oes this sound familiar? "Everything was fine until... [fill in months, age, event]." It’s a statement that is common, and sometimes accepted without much thought. For example, a client might tell us that their puppy was a saint until he turned 7 months old. Or that there were no problems until Grandma Tilley came to stay for a week. Perhaps a new neighbor was bitten, or the owner was nearly pulled into the street when the dog spotted a squirrel. Whatever the precipitating event(s) that brought the client to us, understanding when the problem began can be helpful. So we ask, “When did this start?” and we are assured that everything was fine until… As trainers, if we begin without closely examining that possibly false premise, we may go down the wrong path. If the statement is true, then it is a critical piece of information which should lead us to a discovery of what changed for the dog. Sudden, abrupt or significant changes in be havior may point to a need for a thorough veterinary exam, as well as detailed info on changes in the household.

Environmental Changes I remember one client presenting a dog who had been fine but had be come “suddenly” very irritable with the other canine family members. There was not a history of any serious conflicts. I asked a lot of typical everyday questions and kept coming up blank with nothing that might explain the dog’s behavior. Diving in deeper, I asked about household schedules, work changes, illnesses, new neighbors, construction nearby, etc. To my surprise, we finally stumbled upon a minor comment about how the dog seemed to dislike having to share the backyard with the sisterinlaw’s dogs. Since sisterinlaw (and her dogs) had not been listed as living in the household, I wondered how and when this sharing took place. I nearly fell off my chair when the client casually noted, “Oh, she and her husband and their five dogs are living in our basement

When a dog has a clean bill of health and yet his behavior has suddenly changed, behavior consultants are advised not to accept labels from their clients, but to dig deeper for detailed specifics of behavior

Watching the dog as the client and I talked, I noticed that every tiny sound outside the consultation room was registering with the dog. Her ears were moving just about nonstop as she tried to track all the sounds of a busy veterinary clinic. Loud noises made her cringe, though she recovered in a few minutes. I asked about sounds that the dog might be exposed to in the backyard. At first, the guardian shook her head, “No…” but then paused. It turned out that with the spring weather, she had hung up some big garden chimes. while their house is being remodeled.” Surprised, I asked why she hadn’t mentioned this as a change in the household. Her reply, “Well, they’re just going to be there for three to four months, so not a big deal.” Clearly, it was a big change and a big deal for her dog, though it wasn’t for the client.

Everyday Scenarios How carefully we question what’s presented can make a big difference in what we do with and for the dog and client. In this scenario, it wasn’t rocket science to see that the dog really had been fine until two more people and five dogs moved into his home. When a client tells me that everything was fine until day X, we then

BARKS from the Guild/May 2020

have a chat about what “fine” looks like. I typically take them through everyday scenarios. I am interested in finding out what the dog's behav ior was like back when all was "fine." Here are some questions I might ask, depending, of course, on what the client presents as the problem. • When you handle the dog's body for bathing, grooming, nails, wiping muddy paws, administering meds, wiping eyes, does he quietly accept the handling? This does not mean that the dog is necessarily enjoying the handling, but that he is willing to accept it and be reasonably cooperative. o If the dog is not quietly accepting, why not? o To what degree is there resistance? o What does it look like when he protests?

training "What does that look like?" is a great investigative question. Remember that "fine" is a label and an interpretation, not a behavior. Listen carefully, accept no labels, dig in for detailed specifics of behavior. Effective and humane training decisions rest on accurate observations of behavior. o

•

Does the dog have to be forcibly held? By one hand in collar? On leash? By more than one person? o Is medication necessary? If you really insist, force or use the leash/collar to make the dog do something he doesn't want to do, what is his response? o Does he just give up and cooperate? o Does he fight back? o Pull on the leash? o Whine? Bark? Growl? Snap? Bite? o Try to run away? o Body slam you? Jump up? Grab you or your clothing? o Lay down? Shut down? When the dog is excited, as when going out to the yard or for a walk, what does it take to get his attention? o Will he sit while you put the leash on? o How many times do you have to tell him sit? o Do you have to physically help him, such as body blocking, to keep him from dashing out the door? If the dog is on the bed or furniture, can you ask him to get off without having to force him in any way? If not, do you have to repeat the request more than two times? Bribe him with treats or toys? Use a collar and/or leash to move him? Physi cally remove him? Does he growl or threaten you in any way? Does he shut down? When walking on leash, how much time does the dog spend pulling? What equipment is needed to keep control of the dog? If the dog sees other dogs or people or animals on the walk, what does he do? What does it take to get and keep his atten tion in that situation? What are the situations where the dog gets really excited and it's hard to get his attention? o What really distracts him? o Do you have to use cookies or toys? Are they effective? All of the time? Usually? Sometimes? Only under certain conditions?

Investigation There are endless questions that can be asked. Diet, exercise, housing, feeding practices, schedules, and even activity in the neighborhood can all play a role. This article cannot list all possible avenues to investigate. What you ask – and discover – will depend on what’s presented. For ex ample, when a client tells me that her dog was fine until the neighbor came over and the dog bit him, I’ll be asking a lot about the dog’s social interactions both at home and elsewhere. What I often find is that this investigation into what "fine" means re veals that the dog wasn't fine at all. In fact, he was displaying behaviors that a knowledgeable eye recognizes as potentially problematic as the dog matures, though the average dog owner may not see a brewing prob lem. This is no different from the average driver who ignores a chronically underinflated tire, unaware of what a mechanic knows: i.e., what seems to be a simple tire problem can lead to other mechanical or safety issues.

Identifying Specifics Sometimes, however, there really is a precipitating event, and the dog was totally fine before that happened. I’m reminded of a young dog who had been housebroken, but suddenly began to refuse to go out in the backyard and would urinate in the home as soon as she had a chance to do so unobserved. The veterinary exam had shown nothing unusual, the diet had not been changed, work schedules were the same, there had been no new additions or losses to the household, etc. Watching the dog as the client and I talked, I noticed that every tiny sound outside the consultation room was registering with the dog. Her ears were moving just about nonstop as she tried to track all the sounds of a busy veterinary clinic. Loud noises made her cringe, though she re covered in a few minutes. I asked about sounds that the dog might be exposed to in the backyard. At first, the guardian shook her head, “No…” but then paused. It turned out that with the spring weather, she had hung up some big gar den chimes. Additionally, a new neighbor had moved in with two small dogs who were incredibly persistent about barking at the backyard fence. This helped explain why the dog was okay going out on the front lawn to urinate, which the owner found infuriating as she had spent a lot of money fencing the backyard. Tracking backwards, the dog really had been fine until chimes and new neighbors became part of the picture. "What does that look like?" is a great investigative question. Re member that "fine" is a label and an interpretation, not a behavior. Lis ten carefully, accept no labels, dig in for detailed specifics of behavior. Effective and humane training decisions rest on accurate observations of behavior. n Suzanne Clothier (suzanneclothier.com) has been working with animals professionally since 1977. Currently based in St. Johnsville, New York, she is well respected internationally for her holistic Relationship Centered Training™ approach to dogs and the people that love them. Her background includes training, instruction, behavior modiﬁcation, kennel management, temperament assessment, physical assessment and conditioning, early puppy development, class curriculum development, obedience, agility, Search and Rescue, conformation, breeding and more. Since 1991, she has taught workshops and seminars on a broad range of topics throughout the United States and internationally for a wide variety of groups from training clubs to international conferences in 11 countries. An award-winning author of multiple books and DVDs, her book, Bones Would Rain from the Sky: Deepening Our Relationships With Dogs (2002) has received widespread praise from every corner of the dog world, including twice being included in the Wall Street Journal's list of Top 5 Dog Books. She has served on the American Humane Association’s Task Force for Humane Training, the AKC Agility Advisory board, and is currently a consultant for Frankie & Andy’s Place, a senior dog sanctuary in Georgia. She has also developed multiple assessment tools - CARAT™, an assessment tool, RAT™ (Relationship Assessment Tool), as well as puppy and adult dog tests. These tools have been used by guide and service dog organizations, therapy dog groups, AAIA organizations, shelters and rescue groups, and trainers. In her work as a consultant to guide dog schools, her Enriched Puppy Protocol™ served as the structure for the updating of their puppy raising programs. Since 2007, more than 10,000 puppies have been raised in programs built around The Enriched Puppy Protocol™. Meanwhile, with fellow trainer Cindy Knowlton, she developed CCC: Connection, Cooperation & Control™, a puzzle-based program that builds joyful relationships between handlers and dogs. Her newest program, FAT - Functional Assessment Tracking™, helps caretakers assess a dog’s well-being day-to-day as reﬂected in physiological, cognitive and social aspects.

BARKS from the Guild/May 2020

training

Troubleshooting the Hand-Delivered Retrieve Veronica Sanchez of PPG corporate sponsor Cooperative Paws Service Dog Coach™ explains why the training process for a retrieve must be adjusted dynamically according to the individual dog’s responses

he handdelivered retrieve is an important task for many service dogs and a wonderful skill for pet dogs. For example, service dogs trained to help a person who has a mobility impairment, a mental illness or a neurological condition often must be able to perform numer ous retrievebased tasks. Pet guardians, meanwhile, may want their dogs to retrieve a few items for enjoyment or to simply help out around the home. And participants in Rally or other types of competitive obedi ence may need their dog to retrieve for performance activities. Retrieving in play, unlike a trained retrieve, involves channeling a dog’s predatory instincts. The dog chases a toy that is thrown, picks it up and returns it to the owner. Dogs often chew and shake the item when doing this type of retrieve. Conversely, a dog who is trained to re trieve should not chew, shake or otherwise play with the item they are retrieving. Service dogs often retrieve items like cell phones and med ication bottles and obviously it is important that such items are not damaged. Additionally, a dog performing a trained retrieve is not chas ing an object that has been thrown. A pet guardian, for example, may want the dog to retrieve slippers that are under a bed. While it may be easier to teach a dog who retrieves in play to perform a trained retrieve, dogs who do not retrieve in play can still learn this skill.

The Training Process © Veronica Sanchez

(Top and bottom) Generalizing the retrieve skill to a specific task such as picking up a set of keys requires practice and additional training

BARKS from the Guild/May 2020

The training process for a retrieve must be adjusted dynamically accord ing to the dog’s responses. However, it always begins by selecting an item the dog feels comfortable holding in their mouth. A wooden dumb bell or dowel works well for many dogs, but other materials like rubber or hard plastic can also be used. In the process outlined here, I will refer to the item as a dowel for the sake of clarity. Note: Be mindful of chok‐ ing hazards or items that would be otherwise unsafe. Once an appropriate item has been selected, the first part of the training involves teaching the dog to take the item from your hand by clicking and rewarding for successive approximations. Begin by marking and rewarding when the dog touches the dowel, then when the dog licks the dowel, and finally when the dog grabs it. A little peanut butter or squeeze cheese can be put on the dowel to make it more appealing. When the dog is reliably grabbing the dowel, introduce the cue “take.” Do not release the dowel during this part of the process. The next step is to train the dog to hold the dowel. Building duration for the hold is the most challenging part of the entire training process. There are many different ways to train a dog to hold a retrieve item in their mouth. One approach involves shaping and differentially marking and rewarding for increasing duration. This approach requires very pre cise marking. Another strategy often used to build duration involves combining a chin rest with the “take” cue. Yet another approach in volves tugging on the item immediately after the dog takes it. Most dogs will pull back in response to the tugging, and this gives the trainer an opportunity to mark and reward for a firmer and longer hold.

training When the dog is holding the dowel for a few seconds, the trainer should start to briefly release the dowel. Continue to differentially mark and reward for increased duration of the dog holding the item without the trainer’s hand on it. Add the cue “hold” when the dog can comfort ably hold the item, without the trainer’s hand on it, for five seconds. Training the dog to carry the dowel and pick it up from the floor often goes very quickly after he can hold it steadily for several seconds. You can transition him to picking up the dowel from the floor by placing it on a stool or platform as an intermediate step. Hold your hand only a foot or so away from the dowel at first, so the dog does not need to move far to return it to your hand. Gradually increase the distance the dog needs to travel to get the item, as well as how far he needs to move to bring it to you. Take a few steps backward while clapping to prompt him to move toward you and give you the dowel. Continue to hold your hand in a position and height that makes it easy for the dog to deliver the dowel to your hand. Use the “give” cue once the dog is confidently placing the item in your hand after bringing it a short distance to you. As long as you don’t increase the distance too abruptly, most dogs will nat urally return the item to your hand, since this action was part of the early training stages.

Dogs are very forgiving learners and may be able to acquire new skills even in an environment that is distracting. However, the retrieve is a skill that is challenging and requires focus. It is important for trainers to select a nondistracting setting to work on this.

Common Mistakes When Training the Retrieve

move too quickly through the training process. Trainers sometimes get only the beginnings of a hold behavior and then move on to training the dog to carry the item. The retrieve is a behavior chain, and a weak link will always cause problems with the rest of the chain. Rushing through the process will result in a dog who chews on or drops the object while retrieving. Trainers also may increase distance and duration on the carry too quickly. Correcting this mistake involves going back to an earlier step in the process. It can be frustrating for the trainer, but ultimately it takes much less time to simply proceed slowly and systematically through the training process than it does to go back later and fix bad habits that have a reinforcement history.

Choosing a Difficult Retrieve Item: Sometimes trainers begin teach ing the retrieve using an item that is difficult for the dog to hold. Finding an appropriate item may involve some experimentation. While a wooden item is often a good choice, some dogs will do better with dif ferent materials. Rubber and plastic are two alternatives that also tend to work well. The width of the item can be important. Dowels can be purchased inexpensively in various widths so you can test to see which the dog prefers. Some materials can be especially difficult for dogs to retrieve. Many dogs are uncomfortable holding metal. Wrapping an item in a material that is more comfortable for the dog to hold can help the dog get accus tomed to the item. I often use foam tubing because most dogs seem to find it comfortable to hold and it can be cut to various sizes. You can then reduce the amount of wrapping to expose more and more of the actual item, in order to transition the dog slowly to retrieving it. On the other end of the spectrum, materials that are too soft or floppy, or those that resemble dog toys, can be difficult to work with be cause they may trigger the dog to chew or shake them. Fabric and paper are difficult items to work with for most dogs when beginning training.

Overlooking the Training Environment: Dogs are very forgiving learners and may be able to acquire new skills even in an environment that is distracting. However, the retrieve is a skill that is challenging and requires focus. It is important for trainers to select a nondistracting set ting to work on this. An unexpected aspect of the environment that can be overlooked is the flooring. It can be much harder for dogs to pick up certain items from slippery or hard flooring. Additionally, the hold is a behavior that requires the dog to be still; this can be easier to train on flooring where the dog has traction, such as carpet or rubber matting.

Rushing through the Training Process: Another common error is to

Not Taking the Time to Generalize: There are differences between retrieving a remote control, a soda bottle and keys. Each of these items will require the dog to pick up, hold and carry the item in a slightly dif ferent way. Generalizing the retrieve skill requires practice and addi tional training. Trainers sometimes make the mistake of thinking that the dog is fluent at retrieving any item once the dog will easily retrieve the item they were trained on. Trainers need to repeat the retrieve training process with many dif

There are differences between retrieving a remote control (above), a set of keys (facing page) and a soda bottle from the fridge (right) and the dog will be required to pick up, hold and carry each item in a slightly different way

BARKS from the Guild/May 2020

training Sometimes trainers begin teaching the retrieve using an item that is difficult for the dog to hold. Finding an appropriate item may involve some experimentation. While a wooden item is often a good choice, some dogs will do better with different materials. Rubber and plastic are two alternatives that also tend to work well.

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ferent items and materials to ensure the dog has truly generalized the skill. Trainers may even find they need to troubleshoot and make changes in the process with different items. For instance, to retrieve bottles with out knocking them over, dogs need to be trained to turn their heads when picking them up. Fortunately, in most cases the process usually goes more quickly with each new item.

The Retrieve as a Foundation Skill As helpful as a service dog’s retrieving can be for a person with a disability, the components of the retrieve — taking items from a person’s hand or picking them up off of a surface, holding, carrying and delivering them — are themselves foundation skills for other service dog tasks. For example, taking and holding are combined with pulling to train a dog to open a door using a tether and to train a dog to help a person take off a sweater. Carry ing bags, placing items in the trash, and giving items to other people all in volve components of the retrieve. Taking the time to train each component of the retrieve can be challenging, but the rewards are well worth it. n

Resources Westlund, K. (2018). 7 Ways to Get Behaviour. BARKS Blog. Available at: bit.ly/34u2rB3

Topics may include a particular aspect of training, ethology, learning theory, behavior specifics...anything at all your fellow pet professionals would find educational. We’ll even do some practice runs with you to help you along (if you need them!) Submit your idea for a webinar to: petprofessionalguild.com/Host-A-Webinar

Veronica Sanchez M.Ed CABC CPDT-KA is the founder of Cooperative Paws Service Dog Coach™ (cooperativepaws.com), an educational certiﬁcation program for professional trainers in service dog training, and a Pet Professional Guild corporate partner (petprofessionalguild.com/Corporate-Partnerships). She is also the author of the book, Service Dog Coaching: A Guide for Pet Dog Trainers. As a dog trainer with a disability, her passion for service dogs is personal as well as professional.

training

‘Laundry List’ Dogs Kristi Benson discusses the important role of thoughtful triage when working with dogs who present with a range of behavior or training issues

s dog trainers, we may frequently find ourselves sitting across the kitchen table from our clients in something of a conundrum. While we may have been called in to assist with housetraining, or jumping up, or biting strangers, or any other typical concern, clients do not always stick to the script. For example, we may find out that the dog who is eliminating inside the house is also chewing the walls when left alone, or that the dog who is jumping up on guests cannot be en ticed to do a recall at the park. Many dogs are truly a ‘oneissue dog,’ absolutely, but many dogs can be neatly assigned to what I like to call the ‘laundry list’ category. What I mean by that is that, just as we are finishing up our preliminary notes, our clients pipe up with yet another “oh, and one more thing” for us to consider. In addition to our client’s assessment of their dog, we can also, of course, make our own assessment based on what we observe during the consult. Some dogs are clearly barking out of fearfulness, despite a guardian labeling them as “defiant” or “demanding.” And some dogs are clearly just joyful and playful dogs, jumping up and mouthing, despite a guardian labeling them as “aroused,” “dominant,” or “frustrated.” Our clients, no matter how they couch things, want our help. They may ask for their dog ‘stop barking at kids’ or ‘stop being dominant’ or ‘stop pulling on leash’ or any other of a thousand things. They may want to ‘increase their bond’ or to ‘teach the dog to listen.’ But no matter what words are used, or the tone they are delivered in, our clients sit across that kitchen table asking us for help. And although they want help for the things that are important to them: the jumping, the inappropriate elimination, and the chewing, they also need help for the things that are important to their dog (enrichment, anxiety, exercise, and other welfare improvements), and important in terms of public safety. In some cases, we can address our clients’ questions and needs in a single consult. Perhaps they just needed some normalizing, a gear change, some clever management solution, or another quick tip. How ever, in many cases, dog training takes time and can take multiple ses sions. And so we meet with our clients over a few weeks or months and provide specific support for each step of the protocols and plans we’ve selected together. This is especially the case for fearful or anxious dogs who may need a carefully orchestrated desensitization and countercon ditioning protocol, along with veterinary consults. If, as is so frequently the case, not every behavior issue can be ad dressed at once, how do efficient and clever dog trainers handle these ‘laundry list’ dogs? The answer, in my opinion, is good counselling, good communication, and great triage.

In addition to our client’s assessment of their dog, we can also, of course, make our own assessment based on what we observe during the consult. Some dogs are clearly barking out of fearfulness, despite a guardian labeling them as “defiant” or “demanding.” And some dogs are clearly just joyful and playful dogs, jumping up and mouthing, despite a guardian labeling them as “aroused,” “dominant,” or “frustrated.”

Through careful triage, professional dog trainers can meet their clients’ expectations of competence and ensure communication channels remain open regarding a dog’s individual training needs

What is Triage? Triage is a term typically used in medical contexts, and it refers to the work of triage nurses. They assess a group of wounded individuals and make the call about who should be treated first, and who can wait. They make the call on what is the most important wound or person to treat, right now. Choices must be made here, under pressure, and for the greatest good. But the ability to triage is a fundamental skill for dog trainers as well. Selecting what to work on (and how many things to work on) re lates to our clients’ priorities, and it relates to the iterative nature of dog training, but it mainly relates to our client’s time, their habits, and their bandwidth. Dog trainers (typically) enjoy training dogs. We take our dogs to dog sports, we sign up for online classes or research trials, we file or dremel or snip our dog’s nails on the weekly. But we’re not (and I say this with nothing but affection) particularly typical in this. Most of our clients love their dogs, as we love ours. But many of our clients do not love training dogs. They like the product, not the process. And just like we accept with gleeful fascination that some dogs like fetch and some dogs like salmon snacks and some dogs just don’t, we must accept with professionalism and supportiveness that although some of our clients will like training their dogs, many others will find it to be an absolute chore to be endured only to reach their goal: a trained dog, a good relationship, and renewed joy. Our clients’ time on the one hand and their emotional and educa tional bandwidth on the other are both limited and precious resources. Thus, when considering both the amount of time and energy our clients have to train their dogs and the repetitive, progressive nature of dog training, we simply must prioritize. And prioritization is where triage

BARKS from the Guild/May 2020

training Dog trainers (typically) enjoy training dogs. We take our dogs to dog sports, we sign up for online classes or research trials, we file or dremel or snip our dog’s nails on the weekly. But we’re not (and I say this with nothing but affection) particularly typical in this. Most of our clients love their dogs, as we love ours. But many of our clients do not love training dogs. They like the product, not the process. comes in: once we have normalized any behavior that doesn’t need to be addressed through training, we must then identify all the issues our clients need help with, determine good training or management proto cols to address each (both temporarily and with an eye to longterm outcomes, as needed), and then work with our clients to triage. What issues will be addressed first? What can wait?

Triage in Action Although new issues will come up during training and our own observa tions are useful and informative, many clients have a good understand ing of what they’d like to work on with their dogs right from the start. They know the types of problems, and they know the various contexts these problems show up in. We must gain a reasonable idea of what the client wants and needs, and then reiterate it back to them. I like using language like, “Here is what I’m hearing from you as the list of things you’d like to work on. Did I get this right?” Once a list has been settled, with the recognition that it can always change as things evolve, it is time to prioritize. For each item on the laundry list, it is reasonable to provide the client an idea of what the training and management will look like. Here, I prefer to give my client concrete language. “Once we start training for the leash reactivity, we will do a session or two during which your dog will learn the new behavior we want to use to displace the barking and lunging. You’ll need to do 10 minutes of homework a few times a week. Then, we will start to work either out on walks, or I will bring a dog along. In the meantime, I’ll give you a good list of options that will allow you to get great exercise and enrichment without having to handle all those explosions on walks.” Once I’ve clarified what the training and management looks like for each item on the to do list, I typically toss the ball back into the client’s court. I simply ask, “What would you like to work on first? What is the

BARKS from the Guild

Not all dog guardians will enjoy training their dog and an important aspect of being a professional is respecting clients’ priorities and boundaries

most pressing thing for you?” It is neither my job nor my right to dictate how my clients feel about things (outside of issues of public safety and dog welfare, as discussed below). I recognize what I can easily cover in the initial consult, and with the help of great management options, I know I can safely manage for most other options. If the laundry list is long, and management will be intensive, I may ask the client to select one (or even no) items from the list to start, and spend the majority of our session laying out how we will prevent problem behaviors or fear fulness from cropping up, with whatever combination of management and enrichment we settle on together. I try not to impose much in the way of my own preferences for triage, although I certainly do my best to get the general feel of each training protocol across to my clients. Instead of dictating, I sit across the table from them, in their lives, with their dog. I understand that I’m encroaching on their time and resources, and almost certainly in ways they didn’t expect when they first contacted me. An important aspect of being a professional, and a kind professional, is to respect the priorities and boundaries my clients lay out for me.

BARKS from the Guild is the 64-page bi-monthly pet industry trade magazine published by the Pet Professional Guild, available internationally to Pet Professional Guild members, supporters and the general public online (and in print, by monthly subscription). Widely read by pet industry professionals and pet guardians alike, BARKS covers a vast range of topics encompassing animal behavior, pet care, training, education, industry trends, business AND MUCH MORE! If you would like to reach your target audience, BARKS is the perfect vehicle to achieve that goal. To contribute an article, please contact the editor, Susan Nilson: barkseditor@petprofessionalguild.com

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BARKS from the Guild/May 2020

training Public Safety and Animal Welfare In my opinion, there are two occasions when it is imperative for a dog trainer to take the reins and make a firm call about triage. The first is when public safety is at risk, and when appropriate safety measures in cluding muzzles are required. In particular, dogs with poor acquired bite inhibition must be appropriately managed. Second, those dogs whose welfare is compromised require welfareincreasing activities and changes to be at the top of their to do list. Although there are differ ences in how dog trainers approach this aspect of our practice, and al though gaining client buyin in respect to aversive practices and tools may be a delicate dance, clients who have dogs lacking in basic welfare must have this aspect caringly, but steadfastly, addressed. In other cases, the client’s choices about priorities may cause delays or otherwise negatively impact other required training protocols. If this is the case, it is important to clarify to the client that this is the case. The decision is still theirs, but it should be made with as reasonable an overview as we can provide.

Selecting what to work on (and how many things to work on) relates to our clients’ priorities, and it relates to the iterative nature of dog training, but it mainly relates to our client’s time, their habits, and their bandwidth.

Making It to the Spin Cycle Once we’ve got a good catalogue of behavior issues from our client and our own observations, a wellprioritized to do list is a fantastic tool for any dog trainer. The to do list helps us firm up our own planning by giv ing each behavior issue its own attention and weight. It ensures we do not follow the client into the noman’sland of labeling behaviors or in accurate interpretations of perceived character traits. A good to do list

also clarifies where training plans and protocols might collide problemat ically, or where they might coalesce in efficient ways. For example, can we choose to train a behavior with a differential reinforcement protocol and then use that same behavior in multiple training plans? But very im portantly, the triage decisions made between dog trainers and our clients allows us to act, with very open communication, as a team. We show our clients the training involved, and we show them that we re spect their time, their interest, and their safety. Our clients trust us to be realistic and thoughtful about their dog’s training needs, and careful triage is one of the ways we can meet their expectations of profession alism, competence, and care. n Kristi Benson is an honors graduate of, and now on staff at, the Academy for Dog Trainers (academyfordogtrainers.com), where she earned her Certificate in Training and Counseling. There, she leads special projects and is in charge of the weekly webinars, along with student coaching and grading. She also recently gained her PCBC-A credential through the Pet Professional Accreditation Board. In addition, she runs a training business in central Manitoba, Canada, where she works with dogs who need help with obedience, fearfulness, aggression, or any number of other issues. She also works with clients across Canada via video chat, specializing in underserved areas and helping dog savvy guardians of competition dogs with behavior modification tasks. She writes a blog for her own business, has had several guest posts on Dr. Zazie Todd’s Companion Animal Psychology blog (companionanimalpsychology.com), and regularly writes for the Academy for Dog Trainers’ blog and for Dog International. For 10 years, she ran a sled dog micro-rescue with her partner, and fostered, house-trained, obedience-trained, and rehomed numerous racing sled dogs. She is Fear Free certified (Vet level one, Dog Trainer) and is on the Fear Free Speaker’s Bureau. She has a BA and MA in archaeology and works part time as an applied anthropologist with northern communities in Canada’s western Arctic.

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BARKS from the Guild/May 2020

training

Teaching Recall: A New Standard

Niki Tudge introduces the first in a three-part series of Shock-Free Coalition-authored Standard Training Procedures and their role in a constructional approach to shaping human behavior. The impetus for this initiative came from a need, identified by the Shock-Free Coalition, to provide alternatives to the use of shock devices for defining canine boundaries, teaching a dog a reliable recall, and teaching a "hush" cue © Can Stock Photo/Bigandt

The ShockFree Coalition authored Standard Training Procedure sets out the criteria to train a solid recall, an essential skill for dogs, using purely positive reinforcement

favorite expression amongst pet trainers is that we should aim to have a “constructional approach” to changing behavior. This means we should be working to build the most appropriate be haviors rather than focusing on a punitive approach toward what hu mans consider to be annoying or frustrating behaviors their pets may, at times, exhibit. As such, rather than punishing a particular behavior, we must ask this simple question: What behavior would we prefer the pet to perform as an alternative in this situation? Once we have identified this, we can develop a training plan to meet the client’s goal. The same philosophy applies to the human side of our behavior change equation. If a client is using an aversive piece of equipment, we must ask what they are trying to achieve and how can we better help them to achieve it – without resorting to aversives. Indeed, if we are passionate about eliminating shock and other aversive tools, methods and equipment from our professional field,

BARKS from the Guild/May 2020

then we must provide efficient and effective alternatives for pet owners to reach their pet training goals. We cannot – and must not – nag or judge clients or the pet owning public at large who use, have been rec ommended to use, or shown how and when to use a shock collar. If we do this, we are simply not being constructive, nor are we providing a suitable and ethical alternative.

Constructional Approach And so, the PPG Advocacy, ShockFree Coalition and Canine Committees set about developing three key Standard Training Procedures (STP) to help professional trainers and behavior consultants practice a construc tional approach to eliminating shock. Why three? Because, based on both anecdotal evidence and data collected from the Shock Collar Sur vey conducted by PPG in 2019, the three most common behaviors pet owners are addressing with shock collars were found to be: 1. Boundary training (in terms of invisible fencing, aka electric

training ...if we are passionate about eliminating shock and other aversive tools, methods and equipment from our professional field, then we must provide efficient and effective alternatives for pet owners to reach their pet training goals. We cannot – and must not – nag or judge clients or the pet owning public at large who use, have been recommended to use, or shown how and when to use a shock collar. If we do this, we are simply not being constructive, nor are we providing a suitable and ethical alternative. containment systems). A reliable response to the cue, “come,” and to facilitate off leash control (i.e. recall). 3. To discourage or stop dogs from ‘nuisance’ barking, i.e. a reliable response to the cue, “hush,” or “quiet.” On this basis, then, these three training procedures were singled out to be essential in the formulation of a series of STPs. 2.

Standard Training Procedure What exactly, you may ask, is an STP? Well, in simple terms it is the same as a Standard Operating Procedure (SOP). SOPs support and sus tain important processes so they are delivered by all parties in a consis tent manner and to a consistent quality. As such, they can also be described as a best practice, a methodology that has proven over time, with research, to deliver the best results. MerriamWebster (2020) de fines best practice thus: “A procedure that has been shown by research and experience to produce optimal results and that is established or proposed as a standard suitable for widespread adoption.”

Critical to Success SOPs are critical to the operational success of any business or process driven environment that has an end user, i.e. a client. They also add value and strength to a brand because they form the framework for how a business functions and maintain a consistency that clients find appeal ing. For example, think of your favorite hotel, restaurant, or service product. If they are successful, then you can be sure that, behind the scenes, they are structured efficiently and function under clearly de fined operating policies. In the absence of SOPs, it is hard to train em ployees – or clients – due to a lack of defined process. This lack of standardization also makes it difficult to evaluate performance as there are no baseline criteria. It is almost impossible to measure results if there is no tangible, defined process in place. Another way to think about SOPs is that of a moderator role for process management. SOPs, or best practices, help define, stabilize and control not only the process, but what is input into the process and the criteria of the end result. And SOPs are not just restricted to profitable business environments either. They were first documented in the mid 1900s and were “already in use during World War II. Today, SOPs exist in contexts ranging from military operations to business routines, and from manufacturing processes to medical activities.” (Sathyanarayana Rao et al., 2011).

References Best Practice [Def.] (2020). Merriam-Webster. Available at: bit.ly/38MhgjQ Sathyanarayana Rao, T. S., Radhakrishnan, R., & Andrade, C. (2011). Standard operating procedures for clinical practice. Indian Journal of Psychiatry 53 (1) 1–3. Available at: bit.ly/2w7zDlV

Resources Pet Professional Guild Annual Summit: bit.ly/PPGSummit2020 Shock-Free Coalition Standard Training Procedures: bit.ly/SFCSTPs Niki Tudge PCBC-A AABP-CDBT AAPB – CDT is founder and president of the Pet Professional Guild (petprofessionalguild.com), The DogSmith (dogsmith.com), a national dog training and pet care license, and DogNostics Career Center (dognosticscareercenter.com), and president of Doggone Safe (doggonesafe.com). She has business degrees from Oxford Brookes University, UK and has achieved her DipABT and DipCBST. Recently, she has published People Training Skills for Pet Professionals – Your essential guide to engaging, educating and empowering your human clients, Training Big for Small Businesses, and A Kid’s Comprehensive Guide to Speaking Dog, and co-authored Pet Training and Behavior Consulting: A Model for Raising the Bar to Protect Professionals, Pets and their People.

There Is No Excuse

FOR ABUSE

It’s time to ban shock collars I would say that, as with any helping professional, your first and primary obligation is to do no harm, and we have compelling evidence that applying shock, either systematically or randomly, to domestic dogs increases their general level of stress and discomfort. So given that knowledge, there simply is no ethical rationale for using it.

Janis Bradley,

Director of Communications and Publications, National Canine Research Council

If there’s a tool which causes pain or discomfort, it has the potential of creating other problems. As animal care professionals, I feel that if we...can’t find kinder, gentler ways of doing something, then maybe we are in the wrong profession. Ken Ramirez, Executive VP and CTO, Karen Pryor Clicker Training

Rollout With that said, the first STP PPG is rolling out is Procedure Policy #001 ‐ A Recall on Cue. Later this year, we will be rolling out the second STP, How to Hush ‘Nuisance’ Barking, Kindly, and, in September at the PPG Summit in Phoenix, Arizona on September 1822, 2020, Canine Commit tee chair Judy Luther and I will be presenting the third STP, Safe and Fun Boundary Training, along with a full supportive toolkit. You can see from this first STP (see pp. 40‐44) that the actual procedural document is quite short, but it is intended to function in tandem with a vast array of support resources such as videos, PDF handouts and photographs, which are still being assembled and will be available in due course on the ShockFree Coalition website under Canine Division. The ShockFree Coalition STPs will all follow a set template as this first one shows. They are simple to follow, easy to implement and fun to train! n

“Until these devices are illegal, consumers must protect themselves and their dogs by looking beyond the marketing messages of those who profit from their sale and use. It is not necessary to use electric shock to change behavior. It is not necessary in humans, in zoo species, in marine mammals or in dogs.” Jean Donaldson, Author, Train Your Dog Like a Pro

ShockFree.org

BARKS from the Guild/May 2020

This approach has been selected due to its efficacy and efficiency.

The Pet Professional Guild recognizes that there are many methods that use a results-based, sciencebased, force-free training approach to teach a reliable recall.

Copyright Pet Professional Guild D.B.A Shock-Free Coalition. 2020. Permission for PPG Members in Good Standing to Use in Their Businesses

a. Definitions i. To recall a dog is to officially request the dog to return to the caller. ii. An aversive is a stimulus that a dog finds scary or painful and therefore will seek to avoid or escape from. iii. Primary reinforcers are innately reinforcing, i.e. the dog does not need to learn to like them. Food is an ideal primary reinforcer. iv. Secondary reinforcers are items, such as toys, that have a high value to the dog as they have been associated with a primary reinforcer. b. Client Handouts The Value of a Recall. You Can Train Without Aversives! What Does Your Dog Like?

This procedure will help pet guardians to feel comfortable about allowing their dog’s leash-free exercise by knowing that the dog’s recall is reliable. No tool or procedure can guarantee that the dog will return to the guardian every time, depending on the individual dog and the degree of distraction in any given environment or situation. However, the standard training procedure identifies the skills that need to be taught, the knowledge that needs to be acquired, and the management procedures that will need to be put in place before, during and after undergoing the training procedure.

1. Procedure Guidance

The Goal – To provide a training program for dog guardians that can be implemented under the guidance of a professional dog trainer in order to support their dogs enjoying family time, off leash and in suitable venues, where it is legal to do so. This procedure enables guardians to recall their dog on cue, without the use or application of aversive tools, equipment or procedures.

PPG Procedure Policy #001

Standard Training Procedure – A Recall on Cue

training

BARKS from the Guild/May 2020

Copyright Pet Professional Guild D.B.A Shock-Free Coalition. 2020. Permission for PPG Members in Good Standing to Use in Their Businesses

c. The Training Plan will identify: i. The dog’s current skill level: • What skills does the dog currently have and does he/she respond reliably to the specific cues at a success rate of more than 85%? ii. The specific goal for the guardian and their dog (SMART): Specific, Measurable, Attainable, Result Driven and to a Timeline iii. Relevant primary and secondary reinforcers: • What will the dog enjoy working for? What will motivate him/her to want to be an empowered partner in the training process? • Which food types and/or treats are the dog’s favorite? • What toys does the dog really enjoy playing with? Are there toys the dog enjoys playing with in conjunction with the guardian? iv. The knowledge and skill level of the guardian: • What past training has the guardian been involved in? d. The Training Procedure: i. The Training Procedure will work on building the necessary skills and behaviors for both the dog and guardian to meet the stated goal: • During acquisition the plan will build on individual criteria using a train-test-train system. This ensures each criterion is fluent before increasing the level of difficulty for the dog-guardian team. ii. The behaviors will be proofed by building up a strong reinforcement history. Distance, duration and distractions will be included in this part of the program so that salient, guardian-specific location stimuli can be proofed against. iii. The behaviors will be generalized and proofed across the salient locations and contexts and then placed on a maintenance program, so they remain effective and continue to meet the goals. e. Client Handouts i. Skill and Knowledge Inventory for both guardian and dog. ii. Environmental Proofing Plan Worksheet based to support the specifics of the guardian’s environment. iii. Generalization Plan around any identified locations where the behavior will be required. iv. Scheduled Maintenance Program.

2. The Training Plan and Procedure

training

BARKS from the Guild/May 2020

• •

•

• • •

•

Dog Name – the dog will glance at his/her guardian from one cue of his/her “Name” Look – the dog knows and responds to his/her “Look” cue (i.e. watch me) Go Find – the dog understands the “Go Find/Find It” game (i.e. find a treat on the ground) Collar grab Loose leash walking The dog has a suitable interactive toy he/she happily engages with The dog is comfortable wearing a body harness Harness Collar • • • •

•

Dog Guardian Bridging skills – the guardian can competently use a clicker or say “Yes” Reinforcement delivery skills – the guardian can reliably deliver the reinforcer with good timing and location The guardian understands that bending forward and over the dog can be threatening for the dog The guardian can demonstrate gently holding the collar at the side of the dog’s head. Go Find – the guardian knows how to play the “Go Find/Find It” game Loose leash walking – the dog is competent in loose leash walking Clicker Treat pouch Primary reinforcers 10, 15 and 20-foot leashes (i.e. long lines) •

• • • •

•

• •

•

Harness, leash and collar types

Supportive Videos/Pictures The dog responding to “Name” The dog responding to “Look” How to use a clicker Timing and placement of reinforcement Appropriate human body language for recall The “Go Find/Find It” game The collar grab Loose leash walking How to condition a toy

Copyright Pet Professional Guild D.B.A Shock-Free Coalition. 2020. Permission for PPG Members in Good Standing to Use in Their Businesses

Tools required

Stage One: Preparation Which of these prerequisite skills are in place?

3. The Training Sequence

training

BARKS from the Guild/May 2020

Criteria/Instructions • Identify home areas for initial training • Identify external safe areas for training on a long line • Identify external safe areas for off leash training • The dog should be fitted in a comfortable harness and be happy to wear it. • The dog should also be fitted with a flat collar and be happy to have the guardian gently take hold of the collar at any time • A 10-foot line, a 15-foot line and a 20-foot line • Long lines will always be attached to the dog’s harness, not his/her collar Indoor Training • Play “Go Find” and “Follow Me” • Add cue, e.g. “Come,” when the dog is moving toward the guardian • Collar grab • Attach a leash • Handling errors External Long Line Training • Play “Go Find” and “Follow Me” • Use the recall cue “Come” when the dog is moving toward the guardian • Collar grab • Attach a leash • Test different lengths External Off Leash Training • Play “Go Find” and “Follow Me” • Use the recall cue “Come” when the dog is moving toward the guardian • Collar grab • Attach a leash Introducing Distractions – from low to high level in all locations • Stationary • Moving • People/dogs Generalizing the Concept • Develop a list of areas where the concept will be used • Develop a Proofing List Video of each step

Video of distractions

Proofing List

•

Videos of each step

•

Videos of each step

•

Support Tools Identify what constitutes a safe nominated area for each category

Copyright Pet Professional Guild D.B.A Shock-Free Coalition. 2020. Permission for PPG Members in Good Standing to Use in Their Businesses

Training Breakdown

Equipment

Stage Two: Recall Training Management/Planning

training

training Supportive Tools – Videos and Handouts 1. Guidance Section The Value of a Recall You Can Train without Aversives What Does Your Dog Like?

2. Training Plan and Procedure Skill and Knowledge Inventory for both guardian and dog Skills to be included in the program and to what criteria Environmental Proofing Plan based on the specifics of the client’s environment Generalization Plan around any identified locations where the behavior will be required Scheduled Maintenance Program Train-Test-Train criteria

3. The Training Sequence Stage One How to use a clicker proficiently (i.e. the mechanics) Reinforcement, what it is, and how it works Timing and placement of reinforcement How a clicker works (i.e. bridging stimulus) Handling potential errors Harness, leashes and collar types How to condition a toy Dog responding to “Name” Dog responding to “Look” Stage Two Define what constitutes a safe area for inside, external on leash and external off leash “Go Find” “Follow Me” When to add a cue Collar grab Attach a leash Using recall cue Body language appropriate for recall Distraction video Proofing Copyright Pet Professional Guild D.B.A Shock-Free Coalition. 2020. Permission for PPG Members in Good Standing to Use in Their Businesses

BARKS from the Guild/May 2020

The A-Z of Training and Behavior Brought to you by I is for... Imprinting: The capacity to learn certain types of information at specific critical learning periods associated with development. Critical learning periods are also called sensitive periods or fear periods. Imitation: Social Learning. In behavior analysis this word is reserved for actions or sounds that are copied. The teacher models the behavior and the student imitates. Impulse Control: Pets that lack impulse control struggle to resist the urge to act, usually have decreased bite inhibition and take longer to learn duration behaviors. Lack of impulse control usually responds well to self-control training games; teaching the dog good manners and calm behaviors. Inter-Trial Interval: The time between one trial and the next trial. When working in sets of five trials the ITL is the time between each of the five trials. Instrumental Learning: Another term for Operant Conditioning.

Intermittent Bridging: The technique of intermittently reinforcing after the bridging stimulus, often used in zoos or in marine animal training, where the trainer clicks the correct response but does not deliver a primary reinforcer. Not recommended. Intermittent Reinforcement: Reinforcement that is not continuous. Intermittent reinforcement is more resistant to extinction than continuous reinforcement. Intermittent Interval Schedules are based on the passage of time. Intermittent Ratio Schedules are based on the number of responses. Intrinsic vs. Extrinsic Reinforcement: Intrinsic reinforcement is considered a reinforcement that the pet gets from engaging in an activity rather than, extrinsic reinforcement where the pet receives a tangible reinforcer from the trainer. Involuntary Behavior: Respondent conditioning deals with involuntary behaviors. These are reflexive behaviors that are not consciously controlled.

From: A Lexicon of Practical Terms for Pet Trainers & Behavior Consultants: The language you need to know! by DogNostics Career Center. Available from: bit.ly/DogNosticsLexicon

Pet Training and Behavior Consulting: A Model for Raising the Bar to Protect Professionals, Pets and Their People Pet Training and Behavior Consulting: A Model for Raising the Bar to Protect Professionals, Pets and Their People is a newly published book in which the authors present their views on: • •

• • •

The need for a level and model of oversight in the fields of pet training and behavior consulting and for those choosing to practice within them. The prevalence of individuals who hold no credentials, formal education, knowledge or skills, yet who are today working across the nation with full responsibility for the well-being and welfare of their unknowing clients’ treasured pets. The lack of consumer protection and transparency across the marketing and operations platforms of many pet-related businesses. The inherent weakness in how pets are legally classified. How the current lack of reported and enforced animal cruelty laws means there is insufficient protection when it comes to holding pet professionals accountable for their methods, approach and philosophies toward their craft and the pets they serve.

The authors advise on the pertinence of all these issues to the development of an infrastructure for oversight to support the professional evolution of the pet training and behavior industry while providing a complete recommended implementation model from which to do so.

"I would urge anyone interested in the direction of the industry to get a copy. It has been invaluable for a project I am involved in, and identifies and clarifies really important aspects of the industry that desperately need addressing. Even as an individual practitioner it provides a great resource for identifying best practice." - Andrew Hale, chair of association of INTOdogs "Check out this groundbreaking new resource for the pet training and behavior consulting industry written by the best in the business." - Paula Garber, owner of LIFELINE Cat Behavior Solutions and chairwoman of the Pet Professional Guild Feline Committee "Reliable, scientifically accurate behavioral information from experts in the field." - Gallivan Burwell, owner of Upward Dog Training & Counseling

Online: petindustryregulation.com Available in print and ebook format from: Facebook: facebook.com/petindustryregulation bit.ly/PetTrainingBehavior Twitter: twitter.com/PetTrainingReg Available in pdf format from: petindustryregulation.com

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training

Creating Positive Workspaces Anna Bradley discusses the importance of setting up the right training environment to ensure it is conducive to both teaching and learning

et’s say you just sat down at your desk and are all ready to start work…and something disturbs you. How does that make you feel? If I’m working from home, I don’t mind admitting that I find it pretty ir ritating if I’m constantly interrupted. But how many of us think about this when it comes to training our dogs? Where they are, i.e. their immediate environment, is their workspace. It is their learning, creative and educa tive environment where positive things should happen, so I believe we should give the same thought to this space as we would to our own if we really want the best possible outcome.

Peace and Quiet It goes without saying that quiet and calm create an environment which is more conducive to learning. So pick a time when the kids are least likely to be running wild and other family members aren’t likely to need your at tention. Cut off background noise from TVs, radios and other obvious ex ternal stimuli. For dogs who are particularly sound sensitive, think too about less obvious stimuli such as household appliances (dishwashers, mi crowaves, cookers, home entertainment, washing machines etc). All of these devices may contribute to an inability to concentrate, especially if your dog already is anxious, sensitive to noise, or has a high arousal level.

Cut the Lights

Setting up a dog’s environment to facilitate learning can help with success in training; for example, dogs may have trouble with grip on slippery, shiny floors

I recommend keeping lighting to baseline level so you are relying on ceil ing or wall lights rather than specific spotlights or any light which is partic ularly bright. Also, be aware that if you are training in a room that lets in strong sunlight which casts shadows, this may be problematic and dis tracting for some dogs, so consider that you may have to move elsewhere or close the blinds or curtains. Some dogs, e.g. dogs who have never been acclimated to a home environment, are especially sensitive to unobvious light sources such as the red lights on appliances.

we’re asking. The problem with surface preference can also be com pounded with breed – if you’ve got fine bones or little hair i.e. less padding, well, you’re probably even less likely to want to lie on a cold and hard surface. It's also compounded by age puppies are less coordinated and senior pets may be struggling with arthritis or mobility limitations, ex acerbated by some surfaces. Also, pets with long fur between their toes or long claws will feel less stable on bare floors. If, then, you’ve got hard surfaces indoors, use a rug or mat for your training and see if there’s a dif ference. And if you’re able, consider a carpeted surface instead.

Watch that Surface

Home Layout

Surfaces are another thing that should be considered. Do you like sitting in a particular armchair as opposed to sitting on a harder, less comfort able, surface? It’s the same for dogs. If it’s not comfortable, they may find it harder to concentrate on or physically perform the task at hand. Nowa days, laminate and wooden floors are common in homes but they are not an especially great surface to learn on. Dogs often slip and find it hard to grip on these types of surfaces. Watch how your dog’s back legs may splay when attempting to sit or stand on a slippery surface or how he may lose traction and slip when running around a corner. He may resist lying down too because it’s just not comfy. Of course, this doesn’t mean he is being “obstinate” or “stubborn.” He just doesn’t feel able to carry out what

People don’t always realize that their actual house layout can be used to great effect when training. If your home has a narrow hallway or passage way, for example, that’s absolutely perfect for teaching a recall. Unless you live in a circular house, everyone has corners to make use of, so use these to help shape a lie down – especially with dogs who like to reverse and tip up at the back. You can use a corner to limit backwards movement while employing a shaping method to have him adopt the lie down posi tion. If you’ve got a small table or stool, have him follow an incentive through this. His stooping down can gradually be shaped into a lie down. You can also try this under your leg while sitting down. Then from there, to train a stay or wait, use various markers as benchmark posts for staying

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BARKS from the Guild/May 2020

training ...training doesn’t have to mean adopting a regimented schedule of 30 minutes every day. This just becomes a chore. Instead, build in five minutes here and there whenever you can. Even better, do this during play and walks so that a training session almost becomes invisible. put, i.e. stay from the kitchen to the living room, from the living room to the bedroom, upstairs and back etc., depending upon your house layout. You can even practice hide and seek at various points around your house . Dogs will often love hunting down hidden toys or treats (or people!).

Create Time For many of us, finding time can be one of the most difficult things to do. But training doesn’t have to mean adopting a regimented schedule of 30 minutes every day. This just becomes a chore. Instead, build in five min utes here and there whenever you can. Even better, do this during play and walks so that a training session almost becomes invisible. You do not want to start a new trick or begin work on a behavior protocol when you are pushed to get to work or an appointment or you feel stressed.

Be Prepared to Change You might have several dogs in your household or you might be an experi enced trainer – or both. As such, you will already know that a ‘one size fits all approach’ simply does not apply. Dogs are individuals and will behave as such. They can most certainly think for themselves! You might start off teaching something simple such as a ‘sit’ or ‘come back’ and your meth ods may work reasonably well up to a point, but then success may taper off – or you may have no starting success at all. It is important to recog nize that you must be fluid in your approach and to notice if what you are doing is not working. Think why this might be, then change your approach accordingly. For example, you may be relying on a lure and reward method to ask your dog to lie down and it may be failing for a multitude of reasons, including those mentioned above, or the technique itself just

may not be a good fit for your dog. I often find, for instance, that young puppies respond better to shaping techniques when learning to lie down, provided this method is accurately described and demonstrated.

Quit While Ahead There’s no doubt that training, while deeply rewarding, can bring about frustration at times. Some days you feel like you’re making rapid success, others none at all – or even heading backwards. What you never want to do, however, is allow your frustrations to seep out and show or, even worse, affect your relationship with the dog. It’s also important to be happy and encouraging when training! Did you ever find yourself switching off and falling asleep at school? Well, if you’re not particularly engaging, your dog may mentally check out of the session. That said, if you’ve got a really ener getic, highly aroused dog, keeping your voice lower, slower and calm may help. Again, it depends on the individual. One final thing I wanted to share here, which is critical, is that you need to know when to quit. It’s human nature to try to push for that little bit more, but if you push too far, you risk causing frustration, boredom and even a relapse in what you’ve already succeeded with. The key is to quit while you’re ahead, even if you’ve only spent a few minutes training. A good few minutes is far better than a poor 30 minutes. In my experience, the best and most memorable school lessons are those when the classes were fun, the environment was hospitable and re warding, and the individual providing that experience was kind, encourag ing and motivating. If we want our dogs to learn as we hope, then I recommend we adopt all this positivity into their learning space too. n Anna Francesca Bradley MSc BSc (Hons) is a United Kingdomebased provisional clinical, certiﬁed IAABC animal behavior consultant and ABTC accredited behavior consultant. She owns Perfect Pawz! Training and Behavior Practice (perfectpawz.co.uk) in Hexham, Northumberland, where the aim is always to create and restore happy relationships between dog and owner in a relaxed way, using methods based on sound scientiﬁc principles, which are both force-free and fun.

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canine

Aging Gracefully Gail Radtke explains the importance of providing aging dogs with the right balance of activity, highlighting the benefits of both physical and mental enrichment

Physical exercise can help keep a dog’s mind active and support the prevention of agerelated cognitive issues

Author Gail Radtke with her 10yearold dog Lanie: low impact activities such as fun tricks are good ways to provide an older dog with physical and mental enrichment

Canine fitness has become very popular and there are several com panies that now make the equipment for it. It’s even something you can do with your dog at home if you can’t find a facility that offers this kind of service. One of my clients, Katherine, who has an 11yearold stan dard poodle Jessie, has been attending an activity program at my canine gym for approximately three years now. At the beginning, her aim was to provide Jessie with an activity that went beyond a daily walk. She says she can definitely see a difference in Jessie’s stability when walking as a result of attending classes. Jessie lives with his 2yearold brother George, who is also a standard poodle, and tries to keep up with him physically, so keeping Jessie active and conditioned is proving to be im portant in minimizing potential injuries while maintaining important so cial and emotional connections.

have to admit that the spring in my step just isn’t there some days. It looks like time might be catching up with me; I’m aging and no mat ter how much I don’t like it, it’s happening. I get the feeling that my 10yearold dog Lanie, who I wrote about over five years ago now (see The Miracle Mutt, BARKS from the Guild, October 2014, pp.36‐39), feels the same, and both of us are moving a little slower. Although Lanie might think she can keep up with her two younger siblings, Gertrude Mae and Trixie Mae, who are both 5 years old, I can tell she’s feeling it the next day – probably the same way I feel after an evening out dancing. I’m stiff, sore and a bit cranky from being tired. It is important to bear in mind that our dogs may be experiencing physical ailments, just as we do in our aging process. As such, we need to ensure their lifestyle stays balanced between not being too sedentary, but not overdoing it because they are no longer as conditioned for high impact exercise or long periods of physical activity. I make sure I keep Lanie ac tive with low impact activities like canine fitness, obedience training, or fun tricks. Of course, she also needs mental enrichment and so we keep learning new things. I want to do all I can to extend her quality of life during her golden years. At my training facility in Pitt Meadows, British Columbia, I have a ca nine fitness gym where dogs can do exercises on specially designed equipment. In my experience, canine fitness workouts are ideal for sen ior dogs as they are low impact and focus on key skills such as balance, coordination and flexibility. Plus, remaining active is good for the brain, as we'll explore shortly.

In dogs, mental enrichment comes in many guises, including food puzzles, snuffle mats, scent and other training games, trick training, shaping exercises, and more.

BARKS from the Guild/May 2020

Senior Dogs: The Veterinarian’s Perspective I spoke to veterinarian Dr. Lisa Watt, who practices in the Greater Van couver area, British Columbia, about activity for senior dogs, focusing on the following two questions: 1. What are the most common injuries and deterioration conditions you see in senior dogs? 2. Do you feel that age appropriate exercise beyond just walking can improve cognitive function in senior dogs? This is what she had to say: “By far the most common injury in sen ior dogs is a cruciate ligament injury. In 2018, owners in the U.S. spent 1.5 billion dollars on repairing this injury. Many dogs also develop ‘par tial tears’ whereby the cruciate ligament is not completely torn, result ing in a subtle decline in function, which spirals downhill. The less active a dog is, whether from injury or lifestyle, the less muscle they will have. It is the muscles that act as the shock absorbers for the joints, so a de cline in activity really accelerates the development of osteoarthritis and degenerative joint disease. Elbow and shoulder injuries, spondylosis, hip

canine It is important to bear in mind that our dogs may be experiencing physical ailments, just as we do in our aging process. As such, we need to ensure their lifestyle stays balanced between not being too sedentary, but not overdoing it because they are no longer as conditioned for high impact exercise or long periods of physical activity. dysplasia – thankfully this one is occurring far less frequently – all occur, leading to a more rapid decline in senior dogs. “Brachycephalics really age quickly, unfortunately – they suffer from cartilage defects, that’s why they have a short face – but of course carti lage is also found in joints and in heart valves, causing disease in these areas at an accelerated rate. Other diseases such as hypothyroidism or Cushing’s can really slow a dog down. “Playing games with dogs such as hide and seek, or playing with younger dogs, really helps cognitive function in older dogs. I have defi nitely observed the pattern of decline accelerated in dogs who are sedentary. Many owners continue to feed and to give numerous treats to their dogs at the same rate, although the dog is aging and often gain ing weight. Owners may not notice weight gain, and many have been surprised to find that weight has increased at all over a year. The other day, I spoke with an owner whose dog had increased in weight by seven kilograms [over 15 pounds] in less than a year. He was shocked. “Behavioral issues often occur with sedentary dogs, such as aggres sion (sedentary dogs may be more likely to be intolerant of children or owners due to pain or discomfort) or withdrawal from family activities, or destruction of property. Very large dogs appear particularly suscepti ble, since they are often sedentary (owners mistakenly believe this is typical of giant breeds). These dogs are much more prone to both hy pothyroidism and degenerative joint disease secondary to injury or con formational defects (hip dysplasia, straight or postlegged hind limb conformation, elbow dysplasia, valgus deformities).”

Mental Enrichment Coren (2010) points out that, as dogs grow older their guardians might notice that their dog is showing “lapses in memory and other behavioral changes.” Coren (2010) also discusses the similarities in symptoms be tween Alzheimer’s disease and canine cognitive dysfunction syndrome: “These include forgetfulness, disorientation, not recognizing family members, sleep disruption and other lapses in normal mental behavior. Not only are the dog's behavioral symptoms similar to that to [sic] peo ple with Alzheimer's disease, the changes that occur in the aging dog's brain are also similar.” These days, enrichment is a buzzword amongst animal training and

behavior professionals. In dogs, mental enrichment comes in many guises, including food puzzles, snuffle mats, scent and other training games, trick training, shaping exercises, and more. And don’t forget physical exercise, based on a dog’s individual needs and whatever he can manage on that day without overdoing it. All of these can help keep his mind active and support the prevention of agerelated cognitive is sues that can present themselves as behavioral issues. States Coren (2010): “Studies show that in response to exercise, cerebral blood vessels can grow, even in middleaged sedentary ani mals…If you have an aging dog and you want to offset the kinds of men tal declines that we normally expect in older canines, or even if you have a senior dog who was beginning to show signs of memory loss or other symptoms of canine cognitive dysfunction, a simple way to slow the deterioration of his mind, and perhaps offset the effects of aging, in volves simply clipping a leash onto your dog's collar and taking a walk. The more frequently you walk, and the longer the walks, the slower the mental decline with age.” Sadly, we can’t stop the aging process, but we can try to slow it down. I am doing all I can to do this for myself and prevent the amount of days that I feel stiff, sore and cranky, and no doubt my friends and family are happy about that! As for Lanie, I make sure that whenever she has had a more active day, I follow it up with a rest day and make sure she’s not overdoing activities that could impact her physically in a negative way. If they say 50 is the new 40, then perhaps I can tell Lanie that 10 is the new 7 in dog years! n

References

Coren, S. (2010). How to protect your dog's mind from the eﬀects of aging. Psychology Today. Available at: bit.ly/3bJoLda

Resources

Antolec, D. (2018). Dogs Require Daily Enrichment. BARKS Blog. Available at: bit.ly/2VXEbWx Bradley, A. (2018). Added Brainpower! BARKS Blog. Available at: bit.ly/2ID0dWJ Fisher, K. (2013). Senior Dogs – Two Exercises To Keep Them Going Strong. Available at: bit.ly/33e6JNa Fleming, A-M. (2017). Exercising Your Senior Dog's Brain. Available at: bit.ly/33501sy Radtke, G. (2014, October). The Miracle Mutt. BARKS from the Guild (9) 36-39. Available at: bit.ly/2Q4f2Wn Stevens, L. (2018). Fitness for Aging Dogs. Whole Dog Journal. Available at: bit.ly/2TDC6xb Gail Radtke owns and operates Cedar Valley K9 (cedarvalleyk9.ca) in Pitt Meadows, British Columbia. She is a certified Fear Free animal trainer and certified professional dog trainer and holds a diploma in canine behavior and science technology. She is also a DogSafe canine first aid authorized instructor, FitPAWS master trainer and certified canine fitness trainer.

BARKS from the Guild/May 2020

canine

Strategies for Stress Management In this final part of her four-part series on canine stress, Diane Garrod presents recommended strategies to help dogs cope with stressful events, as well as some suggestions for the human part of the equation to help them remain calm during times of stress with their dog

very year, approximately 6.5 million companion animals enter an animal shelter (ASPCA, 2020). Being confined to a small kennel space and having to deal with strange scents and sounds as well as exposure to strange people and dogs can be enormously stressful. When stress builds up, it can cause or accelerate behavior issues, com promise health, and be manifested in signals such as pacing, spinning, increased licking or selfmutilation. Joseph (2016) states that a common denominator she has observed for such abnormal repetitive behaviors (ARBs) is “an unenriched environment that constricts the animal’s choice and limits his control…Other factors could be isolation, flooding (the inability to escape feared objects or environments), consistent stress, discomfort, the inability to replace natural behaviors, and restric tion of choice.” Teaching shelter dogs skills to relax and release stress can help them become calmer and, consequently, more adoptable, hopefully leading to them staying in their forever homes. In my experience, the hardest part of releasing stress is the process of relationship building. Building trust can be tough when the people a dog interacts with rotate regu larly, or someone they bond with changes. Dogs are versatile, but changes can take their toll nevertheless, depending on the individual and their life experience. Of course, stress doesn't only affect shelter dogs. To progress fully with a stress release protocol, a dog has to trust, feel safe, and be confident. Fortunately, there are a number of positive, forcefree programs now available whose goals are to keep dogs’ stress levels as normal as possible (see Resources).

How to Prepare Before and during a known potentially stressful event, such as visitors coming to the home, young children being present, going into new envi ronments, going to the veterinarian’s office, or potential adopters com ing the shelter, there are 10 things I have identified that guardians or caretakers can implement to minimize a negative experience occurring, and to keep dogs as stressfree as possible: 1. Prepare ahead of time taking into consideration every detail and trigger, as well as how prevention, management and supervision will be implemented. 2. Take the dog on a long walk the day before or on the same day before the event. Any exercise or outing should be completely stressfree and enjoyable for the dog. 3. Provide enrichment to keep the dog busy in an area where he feels safe, where he can take a break, work on food puzzles, or rest or sleep without being disturbed. 4. Set up safety zones for the dog, indoors and/or outdoors. These can include a crate (if the dog has been conditioned to view it as a positive environment), a room that the dog likes, beds in areas where the dog will not be disturbed, or a fenced area in the yard. 5. Spend oneonone time with the dog prior to the event. Do ther apeutic massage, TTouchTM, or even a simple grooming session if

BARKS from the Guild/May 2020

Terrier mix Fritz was relinquished to a North Carolina shelter with a bite history; he underwent a stress release protocol and was subsequently adopted

the dog enjoys that. Have AceTM wraps or a ThunderShirt® avail able, as well as calming music and/or calming scents to soothe the dog before, during and after the event. 6. Gather treats the dog loves so you can reward appropriate be haviors during the stressful event. A treat toss or handful of treats as guests appear may help to calm an anxious dog and make the arrival of visitors fun. 7. Some dogs seem to respond to calming music, whether traveling to the veterinarian’s office, having visitors, or taking a day trip. ICalmPetTM has audio biotechnology for a variety of situations. 8. If your dog will be exposed to or be meeting new people, make sure you have a plan as to how that will occur and what it will look like. What technique(s) will you use? Or will you opt not to introduce your dog at this time in order to keep him feeling safe and below threshold? 9. If your dog will be exposed to other dogs, keep the duration to what he can handle, or otherwise do not allow access. With both people and dogs, slow, systematic exposure goes a long way. 10. If any signs of stress are seen, remove the dog from situation. Signs of stress might include destructive chewing, zoomies, hid ing, overbarking, diarrhea, vomiting, panting, pacing, whining and more. These are all signs that the dog is not comfortable with a situation. When a dog is experiencing symptoms of stress, it can also take its toll on the dog’s guardian, so reducing and preventing stress on the

canine Stress is a natural, normal survival mechanism. It is, quite simply, part of life. It is seen indoors, outdoors, and in all environments. Knowing a dog and watching their body language for signs of stress can help guardians or those working with animals to determine what to do next. In addition, preparations before, during, and after a stressful event can prevent, and manage both escalations and bad experiences. human end can be just as important. For example, the guardian may have a reactive response to the dog’s behavior or may have lost trust in their dog, which can erode the bond. Or, they may be embarrassed and try to ignore the dog’s escalating discomfort with a situation. To review, signals of canine stress may include hiding (behind the guardian, under furniture, racing away to another room), barking incessantly, heavy panting, drooling, trembling, becoming glued to the guardian, attention seeking (grabbing hands with mouth, jumping up, licking face or hands), unable to take treats or eat meals, diarrhea, vomiting or urination out of context, tightly tucked tail, hunched body position and more.

Strategies for Human Stress Here are five strategies that can help the guardian in the moment: 1. Stay calm. I always tell my clients that the more stressed your dog becomes, the calmer you need to be. Feeding into a dog’s anxiety and fears may make him worse, but keeping calm can help both the human and the dog. 2. Accept that your dog is not perfect. Accept that he is not like your last dog. Accept that he has real anxieties, triggers and stress responses. Acceptance can be freeing and lead to solu tions instead of false expectations. 3. Instead of being stressed and reactive to the situations that you know stress your dog, be proactive. Get professional help from a qualified forcefree trainer or behavior consultant so you can learn techniques to help manage, prevent and change behavior and reduce stress systematically. Knowing what to do and how to do it can decrease stress dramatically. 4. Stress management is for people too, so using stress release techniques like relaxation, meditation, yoga, and calming music can help a guardian stay calm in a more general sense. 5. Reward the dog for everything he is doing right and don’t focus on what he is doing wrong, or why he is acting a certain way. This simple strategic shift in perspective will help keep the guardian's stress levels lower, while the dog gets reinforced for desired behaviors. A winwin. It can take a dog hours to come down from one stressful episode and if several episodes occur, it can take days or even weeks to come down. When struggling with chronic stress, the dog simply may not be able to come down from stress overload at all. A situation such as this

can test the nerves of even the calmest person, so having a strategy in place can help all parties involved. Meanwhile, medication is another option to help a dog while a be havior modification program is being implemented. States Reisner (2020): “The addition of behavioral drug therapy can significantly im prove response to treatment. When underlying anxiety is reduced, the dog is more receptive to learning and its behavior can change more reli ably in the longterm.” While trainers and behavior consultants are not qualified to discuss medication, it is certainly something they can rec ommend clients discuss with their veterinarians. Stress is a natural, normal survival mechanism. It is, quite simply, part of life. It is seen indoors, outdoors, and in all environments. Know ing a dog and watching their body language for signs of stress can help guardians or those working with animals to determine what to do next. In addition, preparations before, during, and after a stressful event can prevent and manage both escalations and bad experiences. Given that having a highly stressed dog can be stressful to the people managing him, developing strategies to reduce human stress can go a long way in helping to modify canine behavior. Indeed, as I said at the very begin ning of this series of articles, (see References), stress matters! n

References American Society for the Prevention of Cruelty to Animals. (2020). Pet Statistics. Available at: bit.ly/2z8zSMR Joseph, L. (2016, January). The Freedom of Choice. BARKS from the Guild (16) 55-57. Available at: bit.ly/33bdmzQ Reisner, I.R. (2020). The Use of Medications in Canine Behavior Therapy. Available at: bit.ly/2xrBC4Q

Resources Dr. Ian Dunbar Dog Shelter Behavior & Training Program: bit.ly/2TRCgAg Dr. Marty Becker Fear Free Shelter Program: bit.ly/2W53w0H Garrod, D. (2016, March). Let Sleeping Dogs Lie. BARKS from the Guild (17) 18-23. Available at: bit.ly/2G05PKk Garrod, D. (2019, November). Stress Matters. BARKS from the Guild (39) 36-39. Available at: bit.ly/34jxhMy Garrod, D. (2020, January). The Impact of Stress on Behavior. BARKS from the Guild (40) 32-33. Available at: bit.ly/36aweih Garrod, D. (2020, March). Stress: Triggers and Consequences. BARKS from the Guild (41) 32-33. Available at: bit.ly/2Q5xz4B iCalmDog Music Programs: bit.ly/39GVleZ iCalmPet Shelter Program: bit.ly/38Ep0Ef Karen Pryor Shelter Training and Enrichment: bit.ly/2TTitQN Pet Professional Guild Pet Rescue Resource: bit.ly/3cMNmPG Tellington TTouchTM Training: ttouch.com ThunderShirt®: thundershirt.com Diane Garrod BSc PCT-A CA1 FF1 is the owner of Canine Transformations (caninetlc.com) based in Langley, Washington, where she conducts Treibball workshops, classes and private consults, specializing in canine aggression and reactivity.

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BARKS from the Guild/May 2020

r e s c u e

Setting the Right Criteria K. Holden Svirsky discusses the importance of setting out a written training plan that details incremental criteria changes in order to collect evidence, track improvements, manage expectations and avoid roadblocks, thus setting dogs up for optimal success

uppy, a young male “pit bull” and German shepherd dog mix, For Guppy, the criterion of didn’t know how to sit. Or, more accurately, he didn’t know “nose follows lure over head how to sit on cue. To be considered adoptable by the subur until rear end touches floor” ban families that frequented the shelter, this was a pretty important was too high. A simple adjust behavior. Guppy was incredibly friendly and goofy and he loved peo ment to easier criteria was re ple. So he jumped all over them. Admittedly, 70 lbs. of exuberance, quired. Guppy could follow a lure tongue and pointy teeth a few inches from your face isn’t exactly so his head was tilted up, so that what most folks write down under “I’m looking for…” on adop could be reinforced. Then Guppy tion forms. Guppy could knock down ablebodied could tilt his head up for three 20something kennel attendants, let alone seniors or small seconds, so that was reinforced. children. Then Guppy could slightly bend His trainers decided a sit (on cue) would be the his back knees while his head best way to replace the jumping behavior, but the was tilted up, so that was rein actual training proved very difficult. The trainers forced. In three 10minute ses tried luring the behavior, but his butt never sions, Guppy was sitting for a food touched the floor. They tried capturing a sit lure. A couple sessions later, the but noticed that he never seemed to sit on lure was faded out. And a couple his own. sessions after that, Guppy was reli Shelter workers started coming up ably sitting on a verbal cue. He was with a variety of explanations adopted. like, “He’s got hipdys The ability to set good criteria isn’t plasia and can’t sit!” or just for jumpy, mouthy dogs who find “He’s not very smart,” themselves in a shelter environment. It is or “He’s not food moti even more important in cases of fear vated.” The shelter vet and aggression. In order to set cri erinarian ruled out any teria appropriately, a trainer needs pain or medical cause, to fully understand the parame Trainers must be sure to set appropriate and Guppy gobbled up all ters of their training plan. Trainer criteria when teaching shelter dogs to meals. Was he truly “unin Dr. Kelly Lee, who chairs PPG’s reliably sit on a verbal cue, a skill which © Can Stock Photo/adogslifephoto potential adopters may consider as essential telligent?” Even the word Shelter and Rescue Committee, is cur “dominance” was thrown rently fostering an extremely skittish into the mix. Guppy was being labeled as “stubborn” and “untrainable.” dog named Pancake. Says Lee, “For Pancake, any plan has to include a For a dog already happily homed with a family, being unable to sit on parameter for session duration, my body’s orientation, and eye contact. cue might not be the worst fate, but for a shelter dog it could easily He’s not comfortable in the presence of people for prolonged periods, mean a long length of stay, at best. and eye contact spooks him. I’m constantly reevaluating his plan. With fearful dogs especially, you might feel stuck if you aren’t able to come Training Impasse up with ways to split criteria into small pieces. You might stall out in training progress.” Why do trainers and dogs reach these impasses? When progress plateaus, trainers begin to consider more invasive measures. Dogs risk being sent to boot camps and being subjected to shock or prong collars Roadmap because “treat training” didn’t work. The problem is rarely motivation, No doubt there are professional animal trainers who are adept at shap of course, or the effectiveness of positive reinforcement. The problem is ing behavior and effective behavior modification instinctively. They have the trainer’s inability to set appropriate criteria. an innate sense of when to make things harder or easier for the animal. Renowned dog trainer and founder of The Academy for Dog Trainers But that’s rarely transferable to clients. Jean Donaldson explains criteria as your “contract with the dog” (J. Don Professionals who practice behavior modification on fear and ag aldson, personal communication, February 25, 2020). What, exactly, gression cases know progress can be slow. Making progress at all is does the dog need to do in order to get paid? Or, in the case of classical something to be celebrated. It’s not always easy for guardians to see conditioning, what exactly needs to happen before the food starts? their dog’s progression or improvement. A written plan of criteria can While some people may have a very good idea of this contract in their serve as a roadmap and a barometer. mind, a written plan with specific criteria steps is the best way to avoid “When I train with a plan I’m able to show a client, ‘Look, two ses roadblocks to progress. sions ago we were on Step 2 and now we’re on Step 12. Even though 52

BARKS from the Guild/May 2020

r e s c u e When progress plateaus, trainers begin to consider more invasive measures. Dogs risk being sent to boot camps and being subjected to shock or prong collars because “treat training” didn’t work. The problem is rarely motivation, of course, or the effectiveness of positive reinforcement. The problem is the trainer’s inability to set appropriate criteria. your dog can’t be picked up yet, we are on our way there,” said trainer Kylie Reed, who also sits on the PPG Shelter and Rescue Committee. This can help immensely in client satisfaction and patience with the process. As such, PPG’s recently launched Pet Rescue Resource will have a page, Training with a Plan, completely devoted to criteria changes. As rewardbased trainers, we are constantly touting our use of “sci ence.” Of course, the science of classical and operant conditioning is working, and for everyone, whether a trainer is aware of it or not and whether they are forcefree or not. “The good thing about Science is that it's true whether or not you believe in it," goes the famous Neil de Grasse Tyson quotation (2013). It’s troubling to me when rewardbased trainers don’t utilize scien tific principles, namely controlling for variables and making decisions based on evidence (e.g., did the dog make criteria on the trial?). With out a written plan of incremental criteria changes, how can a trainer col lect this evidence? And how will they know what to change when the dog is not improving? Sometimes I see guardians giving up on positive reinforcement because “it’s not working.” The science works just fine, but it’s the pace that the guardian is frustrated with, and training with out a plan can make the process inefficient and even frustrating. Another member of PPG’s Shelter and Rescue Committee, trainer

Dr. Maria Karunungan, recounts a recent consultation she had with a dog guardian who was a first grade teacher. Says Karunungan, “This client was having a really hard time understanding why her dog was barking and lunging at strangers. She said he wasn’t like this as a puppy. At one point she was worried about how long it would take for him to be able to pass strangers without barking and lunging. She said, ‘I’ve been doing the treat thing and he still sometimes barks and lunges,’ so we had to talk about criteria. She needed to understand what, exactly, her dog could handle, today. I asked her if she would expect her first graders to do multiplication and long division and she looked at me like I had three heads. I said, ‘This is what is really going on with your dog. We might be expecting more from him than he is able to do today.’ Her criteria were too high. Eventually her dog will get to that point, but writ ten plans of incremental criteria changes help humans temper their ex pectations of their dog getting from A to Z in one day.” n

References neiltyson. (2013, Jun 14). The good thing about Science is that it's true whether or not you believe in it [Twitter Post]. Available at: bit.ly/39I635a PPG Pet Rescue Resource: petprofessionalguild.com /Pet-Rescue-Resource K. Holden Svirsky CTC began her training and rescue work at the San Francisco SPCA in 2012 and is a 2015 recipient of the Academy for Dog Trainers shelter and rescue scholarship. She was a trainer at Tony LaRussa's Animal Rescue Foundation, winning local magazine Best Dog Training awards in 2016, 2017, 2018 and 2019 and currently consults privately on fear and aggression cases in the Bay Area as well as teaching classes for BravoPup. Her rescued pit bull/cattle dog mix Pablo is a service dog in training and they live together aboard their 45' sloop in the San Francisco Bay, California.

BARKS from the Guild/May 2020

f e l i n e

The Power of Choice Referencing a recent study that indicates pet cats might be getting short shrift in terms of environmental enrichment, Andrea Carne discusses how this essential element of feline welfare can be brought to a wider audience

n the world of cat behavior, one word that catered to, depending on various finally seems to be gaining more factors including age, person traction is enrichment. From ality and current health sta what I have seen, more and tus. more cat guardians are coming to realize that it StressFree is no longer enough to By adding enrichment provide their cats to a cat’s environ with the basics of ment, we not food, water and shel only give them ter. As such, enrich everything they ment, or need, but go fur environmental ther by offering enrichment to be them the power exact, is also be of choice which coming more of a increases their sense of key strategy in control over their envi keeping pet cats ronment and improves © Can Stock Photo /cynoclub happy and their quality of life and A recent survey indicated that only approximately 7% of Australian cat guardians use a feeding toy as an healthy, both builds confidence. In doing enrichment tool for their pet physically so, we aim to have the and mentally. happy consequence of keeping their stress levels and all the stressrelated health problems to a Enrichment minimum. If we look at it in its most basic form, enrichment may be defined as It’s a pretty powerful word, then – enrichment – and, as a behavior “the act of improving the quality or power of something by adding consultant, I use it as my number one tool when it comes to helping something else.” (Cambridge Dictionary, 2020). Now, let’s place that in solve cat behavior issues. Whether it’s inappropriate toileting, aggres the context of a pet cat’s home environment. By enriching a cat’s envi sion in a multicat household, rough play or any other number of issues, ronment, we are adding things which improve the quality of that envi adding or increasing enrichment to the environment is a key part of any ronment for the cat. behavior modification program. Get the environment right and behav While environmental enrichment is all encompassing and does in ioral issues will often dramatically decrease or be eliminated altogether. clude the basic resources of food, water, toileting areas and resting So having said all this, the question I’d like to ask is this: Is the aver places, it also pays attention to the type, number and locations of these age cat guardian aware of the importance of environmental enrich resources. For example, a basic environment has food delivered in a ment? Unfortunately, a recently released study involving Australian cat food bowl. An enriched environment offers food in lots of different ways guardians indicates they are not (Lawson et al., 2019). In actual fact, the including puzzles, dispensing toys and treasure hunts. A basic environ study found that even the most basic of environmental needs of pet ment has a single litter tray in one corner of a room. An enriched envi cats are not always being met (Lawson et al., 2019). These findings were ronment has several litter trays, appropriate to the number of cats in based on an online survey that investigated lifestyle factors and the pro the household, located in private spots throughout the house and vision of environmental resources. The survey received responses from cleaned regularly. 12,010 cat guardians across Australia – and, in my opinion, the results Enrichment also covers things like play, human interaction, hiding may alarm anyone involved in the fields of cat behavior and welfare. places, vertical space and opportunities to explore natural cat behaviors Basic Resources – in a variety of different ways which offer choice and variety. It needs Of particular concern, the study found that litter tray management to be individualized to each cat in the home to ensure all needs are

...a basic environment has food delivered in a food bowl. An enriched environment offers food in lots of different ways including puzzles, dispensing toys and treasure hunts. A basic environment has a single litter tray in one corner of a room. An enriched environment has several litter trays, appropriate to the number of cats in the household, located in private spots throughout the house and cleaned regularly.

BARKS from the Guild/May 2020

f e l i n e By adding enrichment to a cat’s environment, we not only give them everything they need, but we go further by offering them the power of choice which increases their sense of control over their environment and improves their quality of life and builds confidence. showed considerable deficiencies. In those identified as indoor cat households, more than 80% of single cat guardians and more than 36% of twocat households provided a single litter tray. Overall – in stark con trast to the wellused theory of “one tray per cat plus one extra” in sep arate, private locations throughout the home – more than 71% of respondents, regardless of the number of cats they owned, either pro vided only a single litter tray, or provided several trays in the same loca tion. Questions on cleaning of litter trays also led to some worrying results, with more than a quarter of respondents saying they only re moved wet litter on a weekly basis and nearly 30% only removing feces after several deposits (Lawson et al., 2019). Feeding practices were also found to be deficient. Only around 7% of respondents used interactive puzzles or fooddispensing toys. And al most 20% of the almost 24,000 cats represented in the study were not provided with opportunities to access vertical space in the home envi ronment (Lawson et al., 2019). According to these findings, then, not even the basic levels of appropriate resources are being met by a large proportion of the Australian catowning population. Why is this? Why is the concept of environmental enrichment and its profound importance to improving the health and wellbeing of pet cats not reaching the av erage guardian? Lawson et al. (2019) believe that part of the problem is guardians believing they already have a better knowledge of cats than they actu ally do. Nearly 60% of respondents to the study said they had “a lot” of knowledge and experience with cats (Lawson et al., 2019). And yet huge numbers of those respondents were found to not be providing appropri ate and sufficient litter tray management and feeding practices, much less any added enrichment. Another part of the problem, according to the study, is inadequate veterinary advice. Of the respondents that sought veterinary attention for urinary tract problems or inappropriate toileting, more than a third were not offered any advice on litter tray management as one way of al leviating the issue. This is of major concern, as the study also found vet erinarians to be the most common source of advice among respondents: “Our survey results suggest that further education of cat guardians is required and that veterinary professionals need to take a more active role in providing optimal advice regarding basic cat hus bandry practices.” (Lawson et al., 2019).

A survey of almost 24,000 cats in a recent Australian study found that around 20% of the cats were not provided with opportunities to access vertical space in their home environment

while we are more than happy to step in and help guardians solve issues and bring back a sense of harmony to the household, perhaps we could also take more steps towards preventative care.

Socialization and Education Kitten Kindy®, as developed by Dr. Kersti Seksel, is a great program aimed at socializing kittens during the critical sensitive period and edu

Veterinary Intervention Credit where credit is due, however. I have known many fantastic veteri narians in my time but, unfortunately, behavior doesn’t always get much of an outing in veterinary science degrees (not in Australia any way). It’s a field that often requires further study and many vets are al ready busy honing their muchneeded skills in general consulting and surgery. While fabulous initiatives like the Fear Free® movement are working hard to make veterinary clinics happier places for animals to visit, like everything, these things take time. In my humble opinion, this is where behavior consultants can step up and take the initiative. We are the ones who have chosen to dedicate our professional lives to animal behavior. We need to work alongside veterinarians to help get our messages across – to them and to the many clients who seek out their advice on behavioral issues in the first instance. The question is, how do we do this? Unfortunately, cat behav ior consultants may only be called in when problem behaviors arise. And BARKS from the Guild/May 2020

f e l i n e cating guardians on how to keep them happy and healthy. Sadly, these programs are not nearly as common as puppy classes but perhaps they should be. Here are some other ideas that you may wish to consider. What about providing information evenings for cat guardians in your commu nity or working with shelters to offer information to adopters? Or provid ing information leaflets and packs for shelters, veterinary clinics and pet stores? This would not only be a promotional tool for your business, but also a way of becoming a community advocate for cats and getting the message through about the importance of environmental enrichment.

Socializing kittens during the sensitive period can help prevent the development of behavior issues later on, and educate guardians on all aspects of their care

And, perhaps most importantly, I recommend that cat behavior con sultants work as a team with their local veterinarians if they are not al ready doing so. Start the conversation with your neighborhood clinic; offer to come in and talk about feline behavior to the vets and their staff over lunch; offer to run a Kitten Kindy®; and/or provide the clinic with some handy leaflets for clients. PPG has a host of Feline Behavior Tips on its website that can be downloaded as PDFs and distributed. Topics include petting induced aggression, destructive scratching, counter surfing, stressfree nail trims, and human directed play aggres sion, with more topics being added on a regular basis (see Resources). One thing is certain: the study by Lawson et al. (2019) clearly shows that, for the sake of our feline family members, our work to reach a wider audience and educate more cat guardians on the power of envi ronmental enrichment is greatly needed. n

References Enrichment [Def.] (2020). Cambridge Dictionary. Available at: bit.ly/3azsLwg Lawson, G.T., Langford, F.M. & Harvey, A.M. (2019): The environmental needs of many Australian pet cats are not being met. Journal of Feline Medicine and Surgery. Available at: bit.ly/2Tt3IoP

Resources Fear Free Happy Homes: fearfreehappyhomes.com Pet Professional Guild Feline Resources. (2020). Quick Behavior Tips. Available at: petprofessionalguild.com/Feline-Education Seksel, K. (2019). Starting A Kitten Kindy®: bit.ly/2PUqvrr Andrea Carne is a graduate of the University of Southern Queensland, Australia where she majored in journalism and drama before, later in life, following her dream to work in the field of animal behavior. She is a qualified veterinary nurse and dog trainer and member of PPG Australia. Her special area of interest is cat behavior and her passion for it led to the establishment of her own cat behavior consultancy Cattitude (cattitude.com.au), based in southern Tasmania, through which she offers private in-home consultations.

BARKS from the Guild/May 2020

business

Ask the Experts: Looking the Part Veronica Boutelle of PPG corporate partner dog*biz discusses how pet trainers and behavior consultants can present themselves as professionals while also dressing appropriately for the practical side of the job

: How important do you think it is to wear logo clothing? I’ve just opened a doggie daycare to augment my train‐ ing business and am trying to decide whether to invest in uniforms for daycare staff and for trainers (we do classes and privates). What do you think—is it worth a budget line item? ‐ Thanks, AJ in AZ A: Congrats on your new facility! And kudos for being careful not to spend on anything extraneous. I would say, though, that this an ex pense that may be worthwhile. We all know how much impressions matter. For example, we make assumptions about the quality of a dog daycare or boarding facility based on things like how it smells (or doesn’t!) and the freshness and color of the paint on the walls. Our rational minds know that an old facility with peeling paint and a lack of expensive HVAC and floor drains could very well be a happier place for dogs than a large, brightly colored space with all the best conveniences. As trainers we know that superior care has much more to do with training techniques, positive handling, small groups with high stafftodog ratios, careful screening prac tices, etc. But still, our sensory impressions will hold some sway—and they certainly will for clients and potential clients. A staff dressed in logo uniforms, like fresh paint and air, will likely contribute to a positive impres sion of your business and staff. A 2018 research study found that the way doctors dressed had a sig nificant impact on how patients felt about the care they’d received (Petrilli et al., 2018). We expect to see doctors in white lab coats and formal attire, and we feel better when those expectations are met.

Keeping Up Appearances As dog trainers and dog care providers, we don’t have an expected uni form as such. This can be challenging. When we go to a client’s home, or invite them to our facility, how do we balance appearing professional while also authentic? It’s not exactly practical to train or work with dogs

High-quality logo shirts, vests, and jackets over clean jeans (especially darker ones), khakis, etc. is an easy way to balance the professional with the practical. In a facility setting, having staff in uniform can contribute to an impression of cleanliness, organization, and competence. Wearing logo clothing while out training or walking dogs does the same, and also carries the added bonus of marketing.

in dress slacks or a nylons (and it would probably look strange, too!). And yet grubby jeans and old tennis shoes don’t exactly scream authority. How do we present ourselves as knowledge able, skilled professionals while also dressing appropriately for the handson parts of the job? Highquality logo shirts, vests, and jackets over clean jeans (especially darker ones), khakis, etc. are an easy way to balance the professional with the practical. In a facility setting, hav ing staff in uniform can contribute to an impression of cleanliness, organi zation, and competence. Wearing logo clothing while out training or walking dogs does the same, and also carries the added bonus of marketing. So I say go ahead and add that line item and suit everyone up. And if you think of it, please email me—I’d love to see a picture of the results! n

Wearing logo uniforms will likely contribute to a positive impression of a business and its representatives

Resources Petrilli, C.M., Saint, S., Jennings, J.J., Caruso, A., Kuhn, L., Snyder, A., & Chopra, V. (2018). Understanding patient preference for physician attire: a cross-sectional observational study of 10 academic medical centres in the USA. BMJ Open 8(5) e021239. Available at: bit.ly/33dP0p5 Veronica Boutelle MA Ed CTC is founder and co-president of dog*biz (dogbizsuccess.com), and author of How to Run Your Dog Business and co-author of Minding Your Dog Business. dog*biz offers professionally designed positive reinforcement dog training class curricula, including Open-Enrollment Puppy, Open-Enrollment Basic Manners, and short Topics classes built for retention.

Do you have a question for the business experts at dog*biz? Submit your question for consideration to: barkseditor@petprofessionalguild.com

can help your business:

Learn how

www.dogbizsuccess.com BARKS from the Guild/May 2020

education

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Passionate about Animal Welfare Kim Pearce of PPG corporate partner Animal Courses Direct introduces a range of courses for animal training and behavior professionals

nimal Courses Direct (animaljob.co.uk) was first established in 2005. The company offers a wide selection of accredited and rec ognized practical and online dog behavior and training diploma and certificate courses to students worldwide and its canine qualifica tions comply with Animal Activity Licensing Regulation requirements. The canine courses offered by Animal Courses Direct are designed to provide accredited training for a variety of careers working with dogs and there are many students who have gone on to successful careers in the industry. Animal Courses Direct is the largest organization in the United Kingdom that offers Ofqual regulated canine courses that meet rigorous government regulated standards (see Resources). Animal Courses Direct is passionate about animal welfare and is proud to be a PPG corporate partner and an affiliate member of the In ternational Companion Animal Network (ICAN). We wholeheartedly en dorse the high standards of Pet Professional Guild no force, no pain, no fear. We advocate forcefree and fearfree training throughout all our courses and believe that there is no place for aversive training. We are also passionate about supporting the work that rescues do and wanting to raise ethical and welfare standards. We offer discounts on our courses to INTODog full members and also to INTORescue mem bers. We believe that anyone wishing to work with dogs should have practical experience and we have included practical training weekends in our higher level qualifications. We have recently developed a suite of Ofqual regulated qualifica tions and are pleased to announce the launch of several Ofqual ap proved Level 4, Level 5 and Level 6 dog behavior qualifications as well as regulated qualifications for Animal Assisted Intervention and for Assis tance Dog Training. These newly launched courses are fully regulated and recognized qualifications which we hope will bring some clarity to the profession.

Starting Out

The Level 4 Diploma in Canine Training and Behaviour Management is an excellent starting point for those who have some experience with dogs or have studied dogs previously at Level 3 and are wanting to em bark on a career as a dog behavior practitioner. This qualification con sists of 440 guided learning hours and has 9 units including the subjects of running puppy classes, canine anatomy and physiology, training and behavior, the role of exercise and nutrition, and how to run dog training classes. If you have a basic understanding about how dogs learn, this is the course to start with. If you have no prior knowledge about canine behavior, it is advisable to start with the Level 3 Diploma in Canine Care, Behaviour and Welfare. The Ofqual approved Level 5 Canine Behaviour Practitioner Diploma includes three practical training weekends. Practical training skills cov ered include teaching skills and these skills will be assessed as part of this course. The three weekends will cover: • The emotional state of canines. • Recognizing potential gait problems by analyzing canine movement. • Creating a connection with an individual dog. • Handling using forcefree and fearfree methods. • Assessing the appropriate training protocol for an individual dog, using forcefree and fearfree methods at all times.

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education

homes, hospices, special needs schools, prisons, etc. A career in this type of work also involves the care and welfare of the animals working in therapy. Dogs carrying out "work" for humans should of course be trained with forcefree and fearfree methods and only be used for tasks that they are comfortable with and capable of doing. This is also ex plored in this newly launched qualification. The Level 3 Diploma in Ani mal Assisted Intervention consists of 9 units and includes a practical training weekend. The Ofqual Approved Level 3 Assistance Dog Trainer Diploma is rele vant for those wanting to work as an Assistance Dog Trainer. The qualifi cation studies the process of training dogs to help people with sight or hearing difficulties, physical disabilities, and those prone to seizures to lead independent lives. This qualification is suitable for working inde pendently as an Assistance Dog Trainer and for careers with a variety of assistance dog organizations in the U.K. and abroad with dogs in roles such as guide dogs, hearing dogs, disability dogs, cancer detection dogs, diabetes hypoalert dogs, seizure alert dogs, etc. The qualification con sists of around 400 hours of study and includes two practical training weekends. n Note: The qualifications from Levels 3 ‐ Level 6 are offered sepa‐ rately or can be grouped together as a package. Payments may be made monthly via installments. See ad below for all contact details.

Resources Department for Environment, Food & Rural Aﬀairs. (2018). Animal activities licensing: guidance for local authorities. Available at: bit.ly/2TFPXmM GOV.UK. (2020). Ofqual. Available at: bit.ly/2TUuiGx © Animal Courses Direct

• Loose leash walking using forcefree and fearfree methods. The Level 5 Canine Behaviour Practitioner Diploma considers evolu tion, internal and external influences on behavior, canine needs, work ing with dogs and managing multiple dogs. The Ofqual approved Level 6 Applied Canine Behaviour Manage ment Diploma includes two practical training weekends. Practical train ing skills covered include teaching skills and these skills will be assessed as part of this course. Some of the subjects covered during the practical training days include: • Recognizing the emotional state of canines. • Analyzing potential gait problems by analyzing canine movement. • Creating a connection with an individual dog. • Handling, using forcefree and fearfree methods. • Assessing the appropriate training protocol for an individual dog, using forcefree and fearfree methods at all times. • Teaching loose leash walking. • Identifying canine communication. • Demonstrating critical analysis of training. • Demonstrating reflective practice. This comprehensive Level 6 qualification explores canine develop ment, the interaction between health and behavior, the language of dogs, canine cognition and consciousness and consulting and research skills. As this is an Ofqual regulated qualification, students can be as sured that this Level 6 qualification is equivalent to a degree with hon ors for example, Bachelor of Arts (Hons) or Bachelor of Science (Hons).

Animal Assisted Intervention The Ofqual approved Level 3 Diploma in Animal Assisted Intervention is of relevance to those wanting to work or volunteer in the increasingly popular field of Animal Assisted Intervention (AAI). AAI is a type of ther apy that involves animals as a form of treatment. The goal of AAI is to improve a patient’s social, emotional, or cognitive functioning. Animal Assisted Intervention services can help children, adolescents, adults and older people with mental health needs, physical disabilities, or learning disabilities to achieve increased health, wellbeing and quality of life. Animal Assisted Intervention animals are selected by trained staff on temperament grounds to provide therapeutic visits to hospitals, nursing

Do you want to work as an Animal Hydrotherapist? GET QUALIFIED TO WORK AS AN ANIMAL HYDROTHERAPIST! you have a love and passion for animals and their wellbeing, and some experience/ If Ifhandling you have a love and passion for animals and their or working with animals, this could be a great new career for you. There is wellbeing, some experience/handling working a great deal of and flexibility in a Canine Hydrotherapy career. You couldor begin working in a company or set this up your own business. on your career client base, for your hours with animals, could be aDepending great new you! are likely to be very flexible and can be managed on a full-time or part-time basis. What is Animal Hydrotherapy?: Animal Hydrotherapists hydrotherapy techniques There is a great deal of flexibility in auseCanine to help animals with rehabilitation needs to recover from injury or as part of pain Hydrotherapy career. You could begin working in a management or even as a type of exercise for animals with mobility issues. An company or set up isyour own business. Animal Hydrotherapy session commonly required as a form ofDepending rehabilitation following or major surgery. Vets will refer animals a registered on yourinjury, client base, your hours aretolikely to animal be very hydrotherapist, who will review their case before creating a suitable course of flexible can be managed a full-time or parttreatment. and Hydrotherapy is a fantastic way to on gradually improve the strength and conditioning following surgery, or an injury, as it is low-impact. time basis. Hydrotherapy can also be used to help animals that need to lose weight. As it is a

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Animal Jobs Direct works in partnership with Oxfordshire or Newcastle. Woozelbears Hydrotherapy to offer regulated Our Animal Hydrotherapy courses are also available to international students as the assessments can be donequalifications by video link. animal hydrotherapy available to study worldwide! Our Animal Hydrotherapy When you have completed one of these regulated qualifications, you can seek employmentare as analso Animalavailable Hydrotherapistto (register with our Job Board for the courses international latest vacancies, or contact Animal Hydrotherapy centres near where you live students assessments can beHydrotherapy done business! with your CV).as Or the alternatively, set up your own Animal us on 0208 6269646 or visit our website for more information. byContact video link.

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BARKS from the Guild/May 2020

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Standing Firm on Ethics In our ongoing series of PPG member profiles, this month BARKS features

Adina Silberstein of Queenie's Pets in Philadelphia, Pennsylvania

dina Silberstein is an entrepreneur and business coach who specializes in processes, organization, company culture and profitability. She is committed to urban communities, force free practices, empowering others, and ongoing professional and per sonal development. She is currently founder, president and CEO of Queenie’s Pets in Philadelphia, Pennsylvania. Q: Can you tell us a bit more about yourself, how you first got into animal behavior and training and what you are doing now? A: I have been caring for pets of my own and others most of my life. I started my professional dog walking and pet sitting company in 2006, and we now serve over 400 households in the northwest section of Philadelphia. We are one of the only companies that espouses a full commitment to forcefree, fearfree inhome pet care. We also have a retail shop on a main business corridor, which also serves as a gathering space for educational workshops, fearfree puppy classes and a lending library of books to help our community understand their pets better. Our company also offers food and pet supply delivery, as well as "puppy prep sessions" to help families get ready for the arrival of puppies or newtothem adult dogs. Personally, I am a business coach and an implementer of the Entre preneurial Operating System (EOS) with business leaders and teams, helping them to professionalize and grow across multiple industries. My company, Queenie's Pets, has a staff of 18 and growing. Our most recent award is the Customer Service Excellence Award from the Greater Philadelphia Chamber of Commerce. We have also been fea tured in the Philadelphia Inquirer as a company committed to voluntar ily paying our staff a living wage. Q: Tell us a little bit about your own pets. A: I am momma to 9yearold RottieScottie mix, Melodrama; Maine coon mix, Mouse, whom I adopted from one of the oldest no kill res cues in the country (now 15); Brucie Marbles, age unknown, blind, with a cleft palate and the world's sweetest disposition (adopted from a city cat rescue group); Snacks, a Tuxedo troublemaker I found on the street (well, he found me); and Zizzy, my husband's tabby cat he brought to the marriage, whom he had found on a porch about ﬁve years ago. She bosses everyone but Mouse around. Q: Why did you become a dog trainer or pet care provider? A: I knew my entire life that I wanted to work with animals but that I did not want to be a medical professional. I am a highly organized, profes sional person with impeccable customer service and sales skills, and, combined with being a trusted member in my community, it lent itself perfectly to having a business that requires trust as the first and fore most value. Making the lives of pets and their humans better gives me absolute purpose in life, and I receive so much more than I give by being of service to others. Q: What drives you to be a force‐free professional and why is it impor‐ tant to you? A: It is and always has been the only reasonable way to have a relation ship with animals that allows for mutual respect. My goal in providing inhome pet care, rather than a kennel, boarding or daycare setting, is to reduce pets' stress. Being forcefree goes handinhand with that phi losophy. There is nothing more beautiful than watching a dog on a walk with one of my caregivers, looking up and checking in with them, mouth

Adina Silberstein with her 9yearold RottieScottie mix, Melodrama

open, tongue ﬂapping, knowing that only good is going to come from his/her relationship with that human. Q: Are you a crossover trainer or have you always been a force‐free trainer? A: We have always operated as a positivereinforcementbased com pany, and have never allowed chokes, prongs, ecollars, or flexileads. We do not provide training, but only refer our clients to R+ trainers whom we know personally and can vouch for their fearfree, forcefree practices. Q: What do you consider to be your area of expertise? A: Forcefree pet care, community building, networking and profession alizing the dog walking industry. I'm also an expert in workplace team organization and systemization as well as company culture. Q: What is your favorite part of your job? A: Connecting with both the animals and their humans, and having the humans begin to see how much of a positive effect my staff and I are having upon their pets and thereby their entire family. Happy pets, happy family. Q: What reward do you get out of a day's training? A: Our reward comes in the form of our clients knowing how happy their pets are when they are with us. Our clients never worry when they are apart from their pets, because they know they are happy and safe with us. Feedback on social media can be really fun. Q: What is the funniest or craziest situation you have been in with a pet and their owner? A: Because we are in people's homes most often when they are not there, we have both funny and sad stories. Lots of dogs bringing us undies and the like, but also crazy scenarios such as walking in to take a BARKS from the Guild/May 2020

p r o f i l e “Set up your business parameters to suit your life and the life you aim to have so that you ensure self-care and down time. Additionally, value yourself and your time, and charge your worth. Don't be afraid to raise prices or to stand firm in your pricing. Just as you would not waiver in your stance on being force-free, do not waiver in your business practices or rates.” - Adina Silberstein dog for his/her walk and catching someone cheating on their spouse...I could list so many stories here, some not appropriate for print! Q: What awards or competition placements have you and your dog(s) achieved using force‐free methods? A: N/A just the 'award' of a gorgeous relationship of trust! My team and I have received many business and customer servicebased awards; I mentioned one of them on the previous page. Q: What are some of your favorite positive reinforcement techniques for the most commonly encountered client‐dog problems? A: Setting each pet up for success in ways that best suit them. Being on their agenda, not our own. Because we are not trainers, we often coach our clients about equipment they can have to help dogs when they are home alone, such as brain games/toys, soothing music and pheromone therapies, activities for cats, and safety choices such as baby gates, teaching a dog to love his/her crate, and teaching them potentially life saving cues such as waiting before jumping out of a car or walking through a doorway. As one can imagine, we work a lot on loose leash

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walking techniques and forcefree methods for administrating medica tion. Q: Who has most influenced your career and how? A: Several local trainers and then authors/trainers/scientists such as Pa tricia McConnell, Pat Miller, Temple Grandin, Sophia Yin and more. I am also greatly influenced by incredible and inspiring business leaders such as Richard Branson, Gino Wickman, Danny Meyer and Oprah Winfrey. Q: What advice would you give to a new trainer starting out? A: Boundaries, boundaries, boundaries! Set up your business parame ters to suit your life and the life you aim to have so that you ensure self care and down time. Additionally, value yourself and your time, and charge your worth. Don't be afraid to raise prices or to stand firm in your pricing. Just as you would not waiver in your stance on being force free, do not waiver in your business practices or rates. Q: How has PPG helped you to become a more complete trainer? A: As a pet professional who is not a trainer, it is of deep value to me that I can be a member of an organization with professionals committed to what we, too, are doing in our work. Other professional organizations for pet caregivers (PSI, NAPPS) have their place, but do not have any guiding principles around training practices or forcefree care, and I am constantly disappointed when I am met with pet professionals in my field who are using aversive methods – I feel like I simply cannot be op erating in the same realm as they with such drastic differences in our ethics about the animals for whom we provide care. n

Queenie's Pets (queeniespets.com) is located in Philadelphia, Pennsylvania.

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Today’s PPG Junior Members are Tomorrow’s Pet Industry Leaders

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