How To Get Your Business To Run Itself

How to Know You're in a Toxic Work Environment (And How to Leave)

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

Building Future-Ready Veterinarians: Inside the Mind of Dr. Eleanor Green

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

Hiring Red Flags #2: The Blame Test

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

How to Stop Self-Sabotage and Build Real Resilience with Dr. Lucette Beall

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

How To Get Your Business To Run Itself

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