An article authored by Vicki Farbon MA Vet MB GPCert (SAM) PgC SADI MRCVS, Chair of the Board at SPVS and clinical director of an independent practice.
Alongside clinical work, Vicki has a passion for business development, responsible leadership, promoting financial literacy within the practice and encouraging an excellent standard of EMS.
If, like me, you have been in this industry for a while, you will no doubt have heard the term “positive culture” at conferences as something we should all strive for. Some of you may think you have created it, but have you ever stepped back to check? Ideally you want everyone in your workforce to feel this every day they come to work.
What exactly is a positive culture? The definition of ‘positive’ is “full of hope and confidence” and ‘culture’ encompasses the behaviour of our institute, involving our beliefs, capabilities, attitudes and habits.
Words that spring to mind are “no blame”, “open door”, “kind”, “thoughtful”, “caring”, “supportive”, “encouraging”. The list can go on, but it is important as a leader you choose your list, prioritise it and practice it.
If, like me, you are task orientated and practical, this can all seem a little pie in the sky so I wanted to really think about practical steps we can take in practice to encourage this from a leaders’ perspective.
Here are my top 10 tips:
- Mistakes are ok. They are the best way to learn. We need to all talk about and share our mistakes, whether this is one-to-one in a graduate development programme meeting, or in regular (morbidity and mortality (M and M) meetings with the whole practice. When you have done this a few times, it should become apparent that we all make mistakes, but more importantly, how we can reflect and really change processes or protocols to mitigate these in the future and decide this as a team.
- Allow people permission to share ideas to bring them along on your journey. For some people this could be a chat in the staff room or when you are in theatre together. For others, who may be too shy to talk to you directly, it may be an anonymous suggestion box. Try to accommodate the different needs of your staff in this.
- Remember to praise people. Sometimes it is all too easy to pick up on problems or complaints and forget to celebrate all the great things your staff do. Again, consider how this is done. Some people will love to be praised in front of others but others will be very embarrassed by this. Getting to know your staff will really help with this.
- Encourage further development both professionally and personally. This may mean clinical CPD, but non-clinical CPD is also important. Staff will be motivated by setting goals and reaching them. Encourage staff to share their learning with others. Some may be happy to do a presentation, while others may prefer emailing the team.
- Allow people time to reflect and think. Consider closing the practice for a day or half a day to have a practice meeting day. This can involve training, separate team discussions, whole practice meeting discussions or even team building exercises. People will share their best ideas when time is not a pressure. You could even try a practice meeting day off site.
- If you or your staff are feeling under pressure or stressed, consider breathing techniques to help. Consider making a “stress policy” for the practice to help different people cope with the different types of stress we deal with on a daily basis. This should have contents on how to recognise stress, coping mechanisms and sign posting to additional support or resources.
- Do something a little different for fun! We had an amazing ice cream van come to the practice on a Friday afternoon and everyone chose their own. Small gestures can often go a long way!
- If you are the boss, consider making the tea! Again, a small gesture but I bet it will be the best tea they have ever tasted!
- Your lead staff can definitely help and are a prime part of developing and maintaining your culture. Have regular meetings with them and keep them informed of changes and your thought processes behind these will really help get them on board. This will produce a really supportive network that will no doubt filter down to the rest of the staff.
- Finally, if your staff see that you love and enjoy your job, that will make a difference to the feel of the practice. Lead by example. Take breaks, walk your dog at lunch, take time to cuddle the puppy that has just come in. Also, remember to take time to sit and have lunch in the staff room with everyone else. Your staff will want to follow in your footsteps if they can see your happiness and positivity. Ultimately, not only will this be great for retention and recruitment, but it will create and maintain the positive culture we all strive for.
SPVS Thriving In Practice eLearning hub offers a module on practice culture. Find out more and access the first session of the ‘What is Culture?’ module for free.
Reader offer: Save 25% on SPVS membership. Simply go to https://spvs.org.uk/join-us/ and use the code VETWOMAN25 at checkout.
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