Management Workshops

Workshops for Veterinary Managers, Team Leads and Owners

CUSTOMIZED EXPERIENCE!

CATALYST VetPC develops custom workshops designed to meet the specific needs of your veterinary practice. If you don’t find your topic of interest on the list, contact CATALYST VetPC to discuss your specific training & development needs.

Chances are, CATALYST VetPC has it!

Here are a few ideas…

HEALTHY COMMUNICATION = Respond, Don't React: Empowering Managers to Engage in Courageous Conversations

OVERVIEW:

There is enough stress every day in veterinary hospitals without having to deal with upset and emotionally charged team members or clients. This workshop will discuss specific skills in de-escalating situations. It also provides perspective on the challenges and benefits from conflict, the dangers of avoidance and helps managers learn how to address and redirect high-emotional interactions into calmer conversations.

LEARNING POINTS for ATTENDEES:

  • Identifying challenges and benefits of conflict
  • Recognize conflict so you can better address it
  • Learn how to shift uncomfortable interactions to mutual problem-solving

BENEFITS:

  • Decrease stress levels while confronting emotionally charged situations
  • Minimize time and energy wasted on anticipation of unproductive interactions
  • Outlining exercises to utilize with your team
HEALTHY CULTURE = Team Culture; Created by Default or Design

OVERVIEW:

Hospital culture, traditions and policies can be developed with thoughtful, intentional work, or it can evolve by default. This workshop provides step-by-step guidelines to help managers consciously articulate and create a healthy culture. Managers then can re-create the process with the team to identify the culture they choose to build.

LEARNING POINTS for ATTENDEES:

  • Understand how Mission, Vision, and Values drive hospital culture
  • Define an ideal culture and how to develop it
  • Utilize exercises to focus and mature the culture

BENEFITS:

  • Create an enjoyable working environment
  • Establish a cultural framework used when hiring
  • Increase team and client retention
SAVVY HIRING STRATEGIES = Strategic Hiring Practices: Decreasing Team Turnover & Hiring for the Long Haul

OVERVIEW:

Did you know team members leaving veterinary hospitals is twice that of other industries?! There are many detrimental effects ranging from higher recruiting, training costs and loss of clients.. Together we will explore hiring strategies in order to increase team retention.

LEARNING POINTS for ATTENDEES:

  • Identify your annual turnover
  • Create a hiring strategy based on technical skills, aptitude and emotional intelligence
  • Design tools for hiring, such as appropriate job descriptions

BENEFITS:

  • Unified teams, deliver the best services, leading to increased client retention
  • Increased profitability by decreasing time and money spent on hiring and initial training
  • Decrease team stress due to staff turnover
TEAM TRAINING = Foundational Team Training: Setting New Hires an the Hospital up for Success

OVERVIEW:

In many veterinary hospitals, new hires are not set up for success. They are often expected to know your standard of care and services provided without adequate training. This workshop helps management review their current training program, identify what’s needed to set new hires up for success, designate the staff members who will handle training, and arm them with specific training tools that provide long-term benefits for your team, patients, and clients.

LEARNING POINTS for ATTENDEES:

  • Outline benefits and attributes of successful new-hire training programs
  • Identify the traits of a team trainer and create job description
  • Ascertain resources for additional tools to create training programs

BENEFITS:

  • Obtain solid training foundations and leveraging of leads which increases team satisfaction and decreases turnover
  • Well-trained, confident, trusted new hires who enhance hospital operations
  • Dependable and improved client and patient care
JOB SATISFACTION = Should I Stay or Should I Go?

OVERVIEW:

Statistics point to the fact that a large percentage (upwards of 50%) of your team is asking this exact question on a daily basis, “Should I stay or should I go?” Veterinary team members may be dissatisfied in their career opportunities and unable to define a path that is professionally and financially fulfilling for the long haul.  Veterinary hospitals experience turnover twice that of other industries. Is it any wonder managers are continually on the lookout for qualified, formally-trained veterinary technicians and team members?

LEARNING POINTS for ATTENDEES:

  • Understand reasons why technicians are dissatisfied and why many leave the profession.
  • Discuss prevailing business conditions that contribute to staff (including veterinarians) attrition and dissatisfaction.
  • Understand state and national surveys identifying number of credentialed technicians and school status

BENEFITS:

  • Recognize reasons why people leave the field in order to improve conditions
  • Be able to calculate turnover rates to better understand your situation
  • Compare your wages and benefits to state and national averages in order to see where you rank
Attracting and RETAINING qualified veterinary team members

Description: There are Best Practices in nearly all aspects of small businesses. We will focus on generating a list for Best Practices in Team Retention. Gone are the days of throwing a job announcement together, placing it in your local newspaper and watching the stream of qualified applicants flow in. Today, savvy managers must consider far more. They must create a hiring strategy, properly leverage team members, offer appealing benefits packages, consider career advancement opportunities, share goals and purpose in the delivering of daily quality veterinary care, AND provide competitive wages.

Now, veterinary teams may include five generations of employees and clients, stretching managers and owners out of their comfort zone in establishing effective lines of communication, defining a clear vision for the practice and growing team members’ careers (not just a job!). Relief is on the way! There is hope as models prove team satisfaction and retention can be a reality.

  1. What changes are needed for practices to attract and retain qualified staff? Include solutions to help private owners and corporate entities.
  2. Discuss the Veterinary Nurse Initiative (VNI). How would it look if you decide to increase technician pay – what effect will it have? Profit margins?
Keys to Veterinary Practice Success: Team Leveraging & Engagement
Your team has varying degrees of skills and education, empower them and leverage their assets to their highest potential, ensuring job satisfaction, best care possible and hospital profitability. Sounds like a win/win situation for your team, the patients they serve and the bottom line.
Greatest Tool in Practice Management: YOUR EMPLOYEE HANDBOOK
Practice Management-101 (Move to Management): Budgets, Hiring, OSHA, Inventory and Team Meetings
Designed especially for the team member moving into middle or upper management, this course provides resources and basic understanding of the inner functions of a veterinary hospital. Highlighting essential tasks, laws, team engagement and profit, this program enlightens and supports those transitioning to Team Leader or Management.

      Take the First Step and CONTACT US for a FREE, no-obligation discovery phone call or email exchange.  Discuss your specific situation, topics of interest and get answers to your questions.