I recently heard about a DVM who stepped down from a leadership role to return to the trenches as a technician. Why? Less responsibility, less stress, and more joy in hands-on technical work compared to managing finances, clients, and staff.
This story raises a critical question: What is the role of a DVM in a practice? Is it solely to deliver exceptional patient care, or does it also involve leading a team? The answer often depends on how you define your role—and how you manage your team.
As a new DVM, I would’ve been shocked if someone told me, “Dr. Joel, your most valuable skill as a practice owner will be getting others to do their jobs 100% correctly, 100% of the time—without doing the work yourself.” I’d have thought, “Does that mean I won’t be practicing medicine?” Exactly. But the primary function of a team leader is to get others to get the work done. That’s leadership 101.
Your primary focus as a practice owner shifts to leading your team, not just performing technical tasks. Without strong leadership, your team lacks focus, and you’re left juggling medical decisions alongside operational chaos. With the right organizational model and leadership skills, you can build a motivated, friction-free team, freeing you to occasionally join them in delivering exceptional care—think 25 hours a week instead of 40. And retain your key players for years to come!
Here’s how to make that leap.
The “Clogged Toilet” Management Trap
In many small practices, every decision—big or small—typically flows up to the owner and associate DVMs. This “hey-you” system relies on constant orders from the top, leaving staff directionless without oversight.
The result? Overwhelmed DVMs drowning in medical and operational decisions. Hiring another DVM to lighten the load often backfires—revenue can’t always support the extra salary and conflicting orders from multiple DVMs create more chaos. The stress is real, but there’s a better way.
Enter in The Executive Strata Model
For practices with more than five team members, a clear division of roles is essential.
This model splits your team into two groups:
- Technical Team: This includes CSRs, LVTs, Veterinary assistants, kennel workers, and DVMs who deliver top-notch care to clients and patients. When properly trained on medical and operational SOPs, they function like a well-oiled machine, minimizing mistakes and maintaining high morale. New hires are trained off the production line, ensuring they integrate seamlessly without disrupting workflow.
- Operational Team Leaders: These are the executives responsible for training and correcting the technical team to ensure flawless execution—in its simple form—getting others to get things done 100% correctly, 100% of the time. Contrary to common belief, the best team leaders aren’t always those with the most credentials. A great leader is patient, encouraging, and skilled at motivating others to master their roles. A stellar CSR or DVM isn’t automatically a great trainer—many DVMs are Type-A personalities who often lack the patience to train effectively and stress out at the slightest mistake.
In this model, team leaders act as a protective layer, ensuring DVMs and technical delivery teams never deal with untrained staff. This allows your CSRs, LVTs, and DVMs to focus on delivering purposeful, high-quality care without distractions.
Your teams’ passion and morale?
As Ludwig van Beethoven said, “To play a wrong note is insignificant; to play without passion is inexcusable.”
In a Veterinary practice, occasional mistakes are inevitable, but recurring errors from untrained staff erode morale and passion.
Protect your team by empowering skilled leaders to train effectively.
5 Action Steps to Build a Friction-Free, Passion-Driven Practice
- Choose the Right Team Leader: Select someone who inspires and motivates—perhaps a staff member with coaching experience or a knack for teaching and who the staff will look up to. Credentials don’t guarantee leadership ability.
- Keep Technical Talent in the Trenches: Let CSRs, LVTs, and DVMs focus on their trained roles, not training others.
- Quarantine Initial Training: Train and correct new hires off the production line to avoid disrupting workflow.
- Integrate Fully Trained Staff Only: Introduce new team members only when they can perform their tasks 100% correctly, 100% of the time.
- Protect Team Passion: Tolerate occasional mistakes but address recurring errors quickly to maintain morale and enthusiasm.
Take Control of Your Practice
Struggling with stress and disorganization? Your DVM and technical talent leaving for greener pastures?
Transform your practice with a free Practice Potential Analysis.
Click the link below to schedule a free 45-minute consultation and start building a high-performing team that attracts and keeps your talent in play.