Specialist Headhunters
01423 861727
The Role
Summary:
Lead and mentor a diverse team, contribute to business analytics and development, and participate in designing and executing expansion plans.
Leadership Qualities and Experience:
When thinking about bringing a Senior vet / Clinical Director type vet into his team to support him, this practice owner doesn’t necessarily think about someone with extensive leadership experience and recognises the value of real-world life experiences in developing leadership skills. They believe such skills can be more impactful when learned through practical challenges rather than solely through formal education or training. They brought up examples of people being a scout leader, or a sports team captain, which both involve guiding, motivating, and organising a group towards common goals, and developing the skills of effective communication, strategic thinking, and the ability to inspire and manage a team. So, if you are a vet looking to take that first step into leadership, this role would help you take that first step, pushing yourself outside of your comfort zone, being pushed and pulled in all the right ways, but with the safety net of being supported by the practice owner.
Succession Planning:
In approximately 3-4 years’ time the practice owner would like to retire. They are looking for someone to come in and establish themselves, or grow into, a leadership role so that their team feel safe, secure, and looked after well in advance of their planned retirement. In an ideal world, this person will come in with a view to eventually taking over the practice fully, although that isn’t a mandatory requirement, and the practice owner appreciates there may be people who want a senior role or even partnership, but not full ownership.
Mentorship and Professional Development:
This practice owner will share their extensive experience and knowledge of leadership and business to help you grow as a leader, as well as share all the stuff they’ve learned as a vet that you don’t learn clinically as an assistant.
There are aspects of management that you won’t need to worry about as they are taken care of – employment law, HR, legal, compliance, and I.T. But the practice owner will want you to be involved in the business’s figures, analyse data from monthly reports together, and looking at trends.
Work Life Balance
• 4 days a week, 9am – 7pm.
• Part time considered.
• 1 in 4 Saturdays.
• No OOH.
Remuneration
Up to £70,000
Would you like to know more? It's really easy! Just text SURREY to 07398 951222 along with your full name, and a member of our team will organise a time to speak with you outside of your working hours.
Key Points
The Practice
In the heart of this thriving small animal practice, a unique role has emerged due to the overseas venture of one of their long term vets. Their departure has opened a door for new talent to step in. Recognising the pivotal moment for growth and innovation, this practice owner is eager to welcome a new or established leader into the team who can not only guide their diverse team but also play a critical role in shaping the future of the practice. This is more than just a job; it's a chance to make a meaningful impact, drive business growth, and lead ambitious expansion plans. If you're a vet who is thinking about taking the leap into leadership, or vet with previous leadership experience but wanting to have more input and the ability to really make a difference in your role, this practice offers a nurturing environment to stretch your capabilities, and do more of what you love and less of what you don't.
Would you like to know more? It's really easy! Just text SURREY to 07398 951222 along with your full name, and a member of our team will organise a time to speak with you outside of your working hours.
Current Leadership
By sharing the practice owner’s journey, philosophy, and the impact they have had on the team, we’re not only celebrating their contributions but also providing a clear picture of the practice’s culture and values. We want you to understand the kind of leadership that is valued and effective in the practice, and help you connect with the cultural and interpersonal dynamics at play within the team.
Background and Career Path:
The practice owner qualified in Scotland over 30 years ago and has worked in many areas of the veterinary field including universities, charities, and the armed forces.
Leadership Style:
They describe their leadership style as “relaxed”. Their presence is as comforting as it is inspiring. They might call it “relaxed” but to those who work with the practice owner it’s so much more. It’s the assurance that comes with knowing they have a leader who is there to serve. The practice owner’s approach to leadership isn’t about being in the spotlight; it’s about lighting the path for others.
Commitment to Team Wellbeing:
We’ve heard stories from multiple members of the team about the practice owner’s commitment to the team’s wellbeing, creating an environment where every member knows they are valued, heard, and supported – professionally and personally. Their service-led leadership approach has created a unique employer-employee relationship based on trust and mutual respect. Anyone in the team can come to the practice owner with absolutely anything – whether it’s a personal problem, financial problems, health problems, they need time off, or they need a lift somewhere, for example.
Hands on Leadership Approach:
The practice owner is a team player who understands the importance of everybody’s role. You will find them mopping floors, cleaning up, or cashing up, to ensure that everyone can leave on time. They have a strong work ethic and a lack of ego about job roles.
Encouraging Professional Development:
The practice owner encourages people to improve and grow. To their knowledge, they’ve never rejected a CPD request, and keeps the budget fluid so that people can do as much as they would like to.
Coping with Clinical Challenges:
The practice owner is very good at maintaining team morale when clinical outcomes may not be what the team want. Only recently they had a complicated case in and the chances of saving it were minimal. The team put so much effort, but they lost the patient, and they were distraught, questioning “Did WE do anything? What if we did this? What if we had done that?” and the practice owner reminded them that just because they lost the patient, they did a good job, they looked after the patient and they looked after the client, and that you just don’t win them all, helping the team cope with their feelings of doubt and frustration with a balance of compassion and realism.
Embracing Imperfection in Leadership:
The practice owner is the first to admit that they are not perfect. They are very humble that way. They aren’t always the most organised for example, (although it can be difficult to be when you’re in such high demand with clients, and your team). They sometimes struggle to delegate and is the kind of person to tell someone to go and sit down with a cup of tea while they pick up the task themselves. True leadership isn’t about being flawless, but about self-awareness and humility.
“They really care about the team. They really try, and they want to help us all. They work so hard and care so much.”
“When I suffered a bereavement, I was nervous about asking for time off, but before I’d even asked the practice owner told me to take as much time off as I need.”
Advantages of Collaborative Leadership vs. Solo Leadership
Mentorship Opportunities:
In this role, there’s a significant focus on mentorship, both receiving it and providing it. Working alongside an experienced practice owner offers a chance to learn from their expertise and experience. This is particularly beneficial for those who are still growing in their leadership and clinical skills. Additionally, mentoring others, such as new graduates and EMS students, can be rewarding and enhance your own skills and understanding.
Balanced Responsibilities:
As a senior vet supporting a practice owner, you can enjoy a blend of clinical and administrative responsibilities without the full weight of practice ownership. This balance allows for professional growth in both areas while mitigating the potential stress and workload of complete ownership.
Collaborative Decision-Making:
The role offers the chance to be involved in important decisions like business analytics and practice expansion, yet with the support and collaboration of the practice owner. This shared decision-making can be less daunting than making all decisions alone, as is often the case in full ownership.
Professional Development in Business Management:
Collaborating on business aspects like analysing gross margins and vet performance provides valuable insights into the business side of veterinary practice. This experience is beneficial for personal professional development, especially for those who may not have had extensive business training.
Support Structure:
Working with a practice owner means there's an established support structure in place. This can include administrative support, financial management, and a team for handling day-to-day issues, allowing you to focus more on clinical work and leadership.
Work-Life Balance:
Supporting a practice owner often allows for better work-life balance compared to full ownership, where the demands of running a practice can be all-consuming.
Pathway to Ownership:
For those interested in future practice ownership, this role can serve as a valuable stepping stone, providing experience and insights into running a practice without the immediate responsibilities and risks of ownership.
The Team
This is a four-vet practice, made up of the practice owner, a vet with 3 years’ experience who has been with the practice since shortly after qualifying (and is thriving due to the outstanding culture of learning this practice embraces), and a long-term experienced locum vet. The role is to replace a vet who had been with the practice 3 years but has moved abroad.
The vets are supported by a strong nursing team consisting of a 3 RVNs, 1 SVN, and 2 VCAs who are about to start their nurse training.
The practice also benefits from an experienced Practice Manager, who has worked with the practice owner for 9 years. She will support you in your role as Senior Vet with a lot of the back-office responsibilities and general day to day problem solving.
There are 5 receptionists.
“I was attracted to this practice because of the team. They were just really lovely, and helpful. They made me feel involved straight away. They wanted to help, and they really cared about me settling in”.
“There’s a really positive team atmosphere here, and they are so supportive. Everyone wants to help everyone, and if you signpost to people what you want to learn they are quick to get you involved. We have a great learning and mentoring culture here.”
“We do social things together, quarterly. Our last get together was golf, we’ve also done bowling, and we’re in talks about doing paintballing in the new year”.