Team Wellbeing Guide - AAHA
AAHA’s Guide toVeterinary PracticeTeam Wellbeingaaha.org/culture
Contents1An Open Letter to the Veterinary Professionby Michael T. Cavanaugh, dvm, dabvp (Emeritus)Defining the Challenge2Why Veterinary Caregivers May Be Predisposedto the Challenge of Finding Joy and Fulfillment inOur Professionby Michele Gaspar, dvm, dabvp(Feline Practice), ma, lpcWellbeing Solutions4Practical Lifestyle Changes That Can Make a RealDifference . . . and the Data to Back Them Up7How to Continue to Find Joy inVeterinary Practice8Compassion Fatigue and Burnout:Don’t Let Them Win!10by Marie K. Holowaychuk, dvm, dacvecc, cytby Kimberly Pope-Robinson, dvm, ccfpby Rebecca Rose, AAS, CVTIntegrating Concepts from Veterinary SocialWork into Our Practices to Improve WorkplaceWellbeingby Elizabeth Strand, phd, lcswCulture Solutions12Bridging the Gap Between Personal and CulturalWorkplace Wellbeing14What Exactly Is “Workplace Culture,” and Why IsEverybody Talking About It?16by Randy Hallby Edward W. Kanara, dvm, dabvpFinal Thoughts
An Open Letter to the Veterinary ProfessionDear Colleagues,For more than a year now, AAHA has been working to address wellbeing froman alternative perspective that utilizes a positive, proactive approach to helpcreate healthy cultures in veterinary practices.AAHA’s Healthy Workplace Culture Initiative provides practices with theresources to design and build optimal, customized, healthy cultures. A positiveand healthy practice culture fosters individual and practice wellbeing whileempowering team members to create harmony and satisfaction in theirpersonal and professional lives.Improving practice culture and team member wellbeing is not an easyprocess. It doesn’t happen overnight. But, practice owners and managerswho recognize the need for positive change and embrace the resourcesprovided through AAHA’s Healthy Workplace Culture Initiative will experiencesubstantial benefits: Decreased employee turnover Increased employee satisfaction and productivity Improved communication Improved individual wellbeing Improved practice reputationMost importantly, a healthier practice culture will improve patient care andclient satisfaction.I am proud to be part of an organization that is working to make the world abetter place. Through AAHA’s Healthy Workplace Culture Initiative, patient careimproves, clients are happier, the human-animal bond thrives, practice teammembers achieve higher degrees of personal and professional satisfaction,and we suddenly have more smiling people and healthy, happy pets and, theworld becomes a better place.For a deeper look at the importance of achieving a healthy practice culture, Iinvite you to check out our valuable resources and tools available at aaha.org/culture and to read this booklet, AAHA’s Guide to Veterinary Practice TeamWellbeing. Written by various experts in the field of culture and wellbeing, itshould serve as a springboard for discussion and lead to actions that will makea difference in your personal and professional lives.Sincerely,Michael T. Cavanaugh, DVM, DABVP (Emeritus)CEO, American Animal Hospital Association1
CHAPTER 1Why Veterinary Caregivers May Be Predisposed to the Challenge ofFinding Joy and Fulfillment in Our ProfessionMichele Gaspar, dvm, dabvp (feline practice),ma, lpcShort-circuiting the hardwiring ofveterinary team membersMuch attention has been given to the apparent increasedrisk for mental health issues among veterinarians andsupport staff. A recent report by Nett et al.1 found U.S.veterinarians at greater risk for mental illness, suicidalthoughts, and depressive episodes than the generalpopulation. Statistically, females are at greater riskthan males for depression and suicidal thoughts, sothe increased reporting of these occurrences amongveterinarians may be a reflection of the larger number ofwomen now in the profession.Also, there is additional interest in whether veterinarianshave suffered more early traumatic events than othergroups and how this might impact mental health. These“adverse childhood experiences” (ACEs) include highlydysfunctional, chaotic families; abuse (verbal, emotional,physical, and sexual); and insecure attachment patterns withearly caregivers. Increasingly, researchers are consideringwhether veterinarians as a group are “hardwired” differentlyfrom those in other health care professions. If so, mentalhealth issues in veterinarians may be the result of avulnerable individual in a provocative environment.Perfectionism sparks failureOne of the more common “hardwired” characteristicswith which many veterinary team members regularly selfidentify is perfectionism. To be clear, perfectionism is notthe feeling that one should always strive to do their bestunder given circumstances; rather, it is the relentless andirrational belief that anything less than a perfect outcome isa personal defeat and failure. Perfectionism is consideredan “early maladaptive schema,” an unhelpful thoughtpattern established in childhood through interactionswith key adults. While perfectionism has some perceivedbenefits, such as assisting academic achievement, theever-operating internal critic of the perfectionist relentlesslypushes for a level of achievement not possible in ourimperfect world. Especially in veterinary medicine, where2the clinician’s desire to help is often thwarted by therealities of client finances or ability to pursue diagnosticsand treatments, unchecked perfectionism is particularlymalevolent and emotionally damaging.The 3 S’s of rewiring veterinary teamsDespite perfectionism pervading our profession, there areseveral ways veterinary teams can work toward improvingtheir mental health:1. Self-compassion—the ability to treat ourselves intimes of distress as a good friend would, is key toameliorating perfectionism. This nonshaming stance,which realizes that one can only do what time andresources permit, needs to be not only modeledearly in professional education but included in theday-to-day operations of our veterinary hospitalsas well. While it might seem that self-compassionleads to complacency and decreased standards,research shows otherwise. With a self- compassionatestance, high standards are maintained; intrinsicmotivation is increased; there is less fear of failure,so one persists in a given effort; and there is morepersonal responsibility for previous mistakes. Selfcompassion is key to building the personal resilienceand emotional wellbeing necessary for sustainableprofessional and personal satisfaction.2. Self-care—can make a real difference in day-to-dayresilience. Practical lifestyle changes like incorporatingmindfulness and gratitude, practicing yoga, and improvingsleep hygiene are remarkably effective. Additionalinformation on these topics is available in this booklet.3. Support—there are times when self-compassionand self-care aren’t enough. We need to be openand willing to receive additional help. Supportingand destigmatizing the pursuit of enhanced mentalhealth through psychotherapy and psychiatric care forveterinarians is critically important. It should be clear toall that no one can or should “white knuckle” emotionalillness in isolation and that seeking help is a sign ofstrength, not weakness.
VETERINARY PRACTICE TEAM WELLBEINGHopefully, understanding these predispositions will givecaregivers permission to prioritize self-compassion, selfcare, and seeking support to help improve their mentalhealth and wellbeing.Veterinary professionals may be morepredisposed to mental health challengesthan the general population. By recognizingthis potential predisposition, practice teammembers can take specific, positive actionstohelp improve their mental health andwellbeing. HOW TO GET STARTED: Explore the “Centerfor Mindful Self-Compassion” website(self-compassion.org) created by Dr. Kristin Neff,an internationally recognized researcher on thepractice and benefits of self-compassion. Watch the TEDx video “The Space Between SelfEsteem and Self-Compassion” at a staff meeting. Follow the Guided Meditations on SelfCompassion ditations). Watch “Why Mindfulness Matters in Health CareProfessions” (youtu.be/izS 27ewXH0) by RonaldEpstein, MD, and share with your team. Read Attending: Medicine, Mindfulness, andHumanity by Ronald Epstein, MD.Reference1. Nett et al. Notes from the Field: Prevalence of Risk Factors for SuicideAmong Veterinarians—United States, CDC. 2014. MMWR 2015;64(5):131–132.About the authorDr. Michele Gaspar cares for pets and peopleas a practicing board-certified feline specialistand psychotherapist. She serves as a consultantin feline internal medicine for the VeterinaryInformation Network (VIN) and is a member ofVets4Vets, a service of the VIN Foundation thathelps veterinary students and veterinarians withprofessional and personal issues.3
CHAPTER 2Practical Lifestyle Changes ThatCan Make a Real Difference . . .and the Data to Back Them UpMarie K. Holowaychuk, dvm, dacvecc, cytThe long days spent caring for pets and their families inpractice are challenging enough. Now, with the addedpressure of staying connected to clients through postingson social media, communicating through text messaging,and monitoring online reviews, veterinary practice teamshave a difficult time “unplugging.” With the added stressof balancing finances, family, and other demands, manyof us are overextended to the point of collapse. Takingtime to prioritize getting enough sleep, staying mindful,and practicing yoga and gratitude sounds farfetched. Butinvesting small moments each day into self-care pays ateam and their patients back in huge dividends.Sleep hygiene refers to the “good habits” used to ensurefalling (and staying) asleep for the suggested eight hoursthat most adults need to feel rested. Getting a propernight’s sleep leads to feelings of physical rejuvenation andhas mental health benefits including memory consolidation,task integration, and emotional regulation. HOW TO GET STARTED: Improve sleep hygieneby avoiding caffeine 6 hours before bedtime andsetting an alarm for 30 minutes before bedtime toallow time to unwind, relax, and prepare for bed.Electronic devices including cell phones should bekept outside of the bedroom and not used within1–2 hours of bedtime.Mindfulness is discontinuing the nonstop juggling act andturning awareness to the present moment and a singletask, whether it’s speaking with a client or simply breathing.When being mindful, attention is focused on the “here andnow,” a practice that has many physical, cognitive, andemotional benefits. A mindfulness practice has been shownto alleviate anxiety and depression, boost immunity, andmanage chronic pain. HOW TO GET STARTED: Practice mindfulness dailyby pausing and taking a deep breath before goinginto an appointment, turning off the music in thecar and paying attention during a commute, andengaging in conversations with family and friendswithout checking one’s phone.While it might seem difficult, incorporatingappropriate sleep hygiene as well as mindfulness,yoga, and gratitude practices into our busyschedules is possible. More importantly, theseactivities make measurable improvements in ourphysical and mental health.4
VETERINARY PRACTICE TEAM WELLBEINGYoga has many physical benefits, but the physiological,mental health, and emotional paybacks make it that muchmore worthwhile. A regular yoga practice helps balancemetabolism, lower blood pressure, improve digestion,reduce stress, boost concentration, and cultivate calm inthe face of adversity. HOW TO GET STARTED: For those starting a yogapractice for the first time, try a gentle hatha orrestorative practice, before attempting the morechallenging flow or vinyasa classes.Gratitude is arguably the most powerful emotion thatoverrides negative ones such as anger, frustration, sadness,or envy. When gratitude is truly embodied, people canovercome the uncomfortable thoughts that arise when theycriticize themselves or their lives for not being “better.” HOW TO GET STARTED: Studies show that agratitude practice is most powerful when written, sostart a daily gratitude practice by keeping a journalwith updates that include a list of things that you aremost grateful for each day.While it might seem difficult, incorporating appropriatesleep hygiene, mindfulness, yoga, and gratitude practicesinto the busy schedules of veterinary team members ispossible. More importantly, these activities make measurableimprovements in our physical and mental health.BibliographyBonura, KB. “The Psychological Benefits of Yoga Practicefor Older Adults: Evidence and Guidelines.” Int J Yoga Therap2011;21:129–42.Irwin, MR. “Why Sleep Is Important for Health:A Psychoneuroimmunology Perspective.” Annu Rev Psychol2015;66:143–72.Li, AW, Goldsmith CA. “The Effects of Yoga on Anxiety and Stress.”Altern Med Rev 2012;17(1):21–35.Raab, K. “Mindfulness, Self-Compassion, and Empathy Among HealthCare Professionals: A Review of the Literature.” J Health CareChaplain 2014;20(3):95–108.Wood, AM, Froh JJ, Geraghty AW. “Gratitude and Well- Being: A Reviewand Theoretical Integration.” Clin Psychol Rev 2010;30(7):890–905.About the authorDr. Marie Holowaychuk is a veterinary specialist insmall animal emergency and critical care medicineas well as a champion for wellness in the veterinaryprofession and a certified yoga instructor. Shepromotes wellbeing and self-care by offeringveterinary wellness workshops and retreats.5
CHAPTER 3How to Continue to Find Joyin Veterinary PracticeKimberly Pope-Robinson, dvm, ccfpWe all remember the joy and excitement we felt when we gotour acceptance letter to veterinary school or landed our firstjob in a veterinary hospital. But over time, the challenges ofa busy and, at times, emotionally taxing daily practice life canstart to diminish the joy. Because of these challenges, we canstart blaming and judging ourselves and others inappropriatelyand unfairly. Do any of these phrases sound familiar? “I’m a failure,” “I should know the answer but I don’t,”“I don’t deserve to be here.” “These clients aren’t listening,” “My staff can’t doanything right,” “My boss is a horrible leader.”These thoughts act like “Sinkers,” pulling us down until wefeel like we’re drowning in fear, frustration, and sadness.So how do you deal with the “Sinkers”?Recognize—It’s not difficult to recognize that Sinkers causeus to feel emotions like anger, shame, sadness, resentment,fear, or guilt. What is hard for veterinary caregivers is torecognize that it’s normal to feel the pull of the Sinkerswhen faced with the challenges of life and practice. We’renot broken for feeling that way.Embrace—The goal is not to stop the Sinkers from pullingon us, because they always will to some degree. Instead,we need to embrace them by realizing what it is that pullsus down. Then we can offset their downward pull by fillingour “Balloons.” Everyone has different Balloons that, whenfilled, allow us to float resiliently above our fear of failure.These Balloons can be any of the following: Mental—reading a book outside the veterinary field,becoming absorbed in a new hobby Physical—exercising, participating in a group sport,spending time outdoors Emotional—investing in counseling, rekindling an oldrelationship or starting a new one Spiritual—exploring a faith tradition, meditatinwg,serving othersIntuitively, we know that when we care for ourselves, weare stronger, but as hardworking caregivers, we often needpermission from ourselves to do so.6Connect—When we connect to these Sinkers, we can finallygive ourselves permission to fill our Balloons . . . to takea break, smell the flowers, go for a walk, call a friend, orsay a prayer. Our Sinkers and Balloons are unique to eachof us. Creating permission to connect with them can alsoallow us to reconnect with people in our lives by sharingour vulnerability. Normalizing vulnerability tends to lead toacceptance of both Sinkers and Balloons. This connectioncan be a palpable healing force within a hospital.The exact solution for an individual’s wellbeing is as uniqueas that person. But when we recognize our Sinkers andBalloons, embrace them as a valid part of who we are, andconnect with ourselves and others by giving ourselvespermission to fill our Balloons, we are on the path toregaining our joy for the profession. HOW TO GET STARTED: Identify an activity thatcould fill each of your mental, physical, emotional,and spiritual Balloons. Identify several scenarios that act as Sinkers foryou and write them down. Share these Sinkers witha trusted person who can help you identify themas they’re happening and encourage you to fill aBalloon to offset the pull of the Sinker.ResourcesBrown, Brené. Daring Greatly: How the Courage to Be Vulnerable Transformsthe Way We Live, Love, Parent, and Lead. New York: Avery, 2015.Brown, Brené. The Power of Vulnerability (ted.com/talks/brene brownon vulnerability). TED Talk. Filmed 6/2010.Heath, Chip. Switch: How to Change Things When Change Is Hard.New York: Broadway Books, 2010.Sinek, Simon. Start with Why: How Great Leaders Inspire Everyone toTake Action. New York: Portfolio, 2011.BibliographyPope-Robinson, K. The Unspoken Life: Recognize Your Passion,Embrace Imperfection and Stay Connected. San Clemente, CA:1 Life Connected Consulting, 2017.About the authorAs a coach and speaker, Dr. Kimberly PopeRobinson leads veterinary teams on the path tostay connected with their life’s passion through theircareer. She is the driving force behind the 1 LifeConnected movement, which creates the space togive people permission to find their unique solutionfor wellbeing within the veterinary profession.
VETERINARY PRACTICE TEAM WELLBEINGWe all entered the veterinaryprofession because of the joy andsatisfaction that providing care to ourpatients and pet owners brings us.Even if that joy has decreased or leftus, we can recapture it!7
CHAPTER 4Compassion Fatigue and Burnout:Don’t Let Them Win!Rebecca Rose, aas, cvtWe are all candidates for burnout and compassion fatigue.Fortunately, there are strategies we can use to head themoff. But first, we must understand the causes, symptoms,and differences between these conditions.What is burnout?Burnout is related to the environment or the circumstancesaround your work. As an example, you may dread goingto the practice because the team is inefficient, there islittle accountability, you log too many overtime hours, orother appropriate systems are not in place to support asatisfactory work environment.Signs of Burnout ExhaustionNegativity toward tasksPoor work attitudeDifficulty concentratingCombating burnout can best be addressed by creating ahealthy practice culture and workplace environment.Elements of a Healthy Culture ThatCan Help Combat Burnout Establishing strong work and personal boundariesIncorporating best management practicesBeing properly staffedInstituting effective training programsNurturing accountabilityWhat is compassion fatigue?Compassion fatigue is related to the trauma experiencedin the care we provide. Enduring day after day of dyingpatients; grieving or angry pet owners; and financial,diagnostic, or treatment constraints surrounding an animal’scare wears on even the most seasoned caregivers in anypart of the veterinary hospital.Even in the most positive work environment or practiceculture, compassion fatigue affects every team member tosome extent, whether we recognize it or not.8Signs of Compassion Fatigue Lack of job satisfactionAvoidance of coworkers or clientsIncreased use of alcohol and drugsMissing work, excessive use of sick daysIntrusive imagery (reoccurring dreams of trauma oremotional scenes)Combating compassion fatigue is best done by taking timeto focus on ourselves.Internally Focused Actions That Can HelpCombat Compassion Fatigue Establishing healthy work and personal boundaries Debriefing with the team after a traumatic experience Discussing the demands and effects of compassionfatigue openly Supporting self-care and healthy personal habits Regularly assessing our levels of stress and followingstress reduction strategiesWhy is burnout easier to talk about thancompassion fatigue?Because burnout is directed externally at the workenvironment, it’s much easier to discuss, and it can becomecommonplace to complain to our coworkers, who will oftenvalidate our dissatisfaction. Clearly, this can lead to a negativeworkplace atmosphere and exacerbate a sinking culture.In the case of compassion fatigue, we can perceive thesefeelings as a character flaw or a lack of commitment to theprofession. Sharing them takes courage and trust in ourcoworkers. Realize that asking for help is a sign of strength,not weakness.How do other caregiving professionsmanage burnout and compassion fatigue?In human medicine, where there is more research compiledon these topics, nurses, doctors, and medical organizationshave taken a three-pronged approach to managingoccupational stress:1. Organizational responsibility to care for staff2. A commitment among the staff to support each other3. A personal responsibility for self-careThere is no reason veterinary hospitals can’t do the same.
VETERINARY PRACTICE TEAM WELLBEINGResources HOW TO GET STARTED: Objectively assess yourstress level by taking the “Life Stress Test” offeredby the Compassion Fatigue Awareness Project(www.compassionfatigue.org).Compassion Fatigue Awareness Project. Life Stress Test(compassionfatigue.org/pages/lifestress.html). Work through the Stressors and Relieversworksheet. Identify your personal and work-relatedstressors and ways in which you enjoy relaxing andrejuvenating 04/Identify-relievers-stressors.pdf).Rose, Rebecca. An Epiphany: Burnout versus Compassion us-compassionfatigue). 2016. If you feel you have reached a state of burnout orcompassion fatigue in which you are overwhelmed,thwarted with anxiety, using drugs to curb the pain,or considering hurting yourself or attempting suicide:1. Seek help! Find support within your veterinaryhospital or beyond.2. Call, text, or online message the National SuicidePrevention Hotline (1-800-273-8255).3. Ask if your veterinary team has an EmployeeAssistance Program (EAP) and use it.Huggard, Peter and Jane. When the Caring Gets Tough: CompassionFatigue and Veterinary Care . 2008.Rose, Rebecca. Self-Care Tips for Veterinary Team -team-members/). 2017.Scheidegger, Julie. Burnout, Compassion Fatigue, Depression—What’sthe Difference? ue-depression-what-s-difference). 2015.Shaw, Jane. Compassion Fatigue: Healing the Healer aspx?id 4124).Tartakovski, Margarita. 7 Tips to Setting Boundaries at ips-for-settingboundaries-at-work). 2014.About the authorRebecca Rose has spent her entire careerwithin the veterinary community as a veterinarytechnician, practice manager, and industryconsultant. She is an award-winning technician,author, and leader within the profession with apassion for helping veterinary teams thrive.All veterinary team members can beaffected by burnout and compassionfatigue to some extent. We mustnot ignore the importance oftaking the necessary stepsto help mitigate theireffects on us.9
CHAPTER 5Integrating Concepts from Veterinary Social Work into Our Practices toImprove Workplace WellbeingElizabeth Strand, phd, lcswIn a recent study, 41% of veterinary students stated theyhad wanted to be a veterinarian “for as long as they canremember.”1 This vocational commitment can be foundalmost universally in veterinary team members. Peoplechoose veterinary medicine because they care aboutanimals and people. It is not surprising that difficultcases affect the hearts and minds of these dedicatedprofessionals.Veterinarians report distress about ethical conflicts inpractice.2,3 Some clients blame and say hurtful thingsto veterinarians when their own financial resources areinsufficient to save their pets.4 Highly bonded, anxious,lonely pet owners facing end-of-life decisions andeuthanasia can cause veterinarians to worry about thesafety and wellbeing of the owner. Sometimes veterinaryteams have to face suspected animal abuse5 or concern fora colleague’s wellbeing and competence.These situations involve varying degrees of emotions likeanger, sadness, fear, and guilt for everyone involved. Thesesituations cause moral distress and require emotional laborfrom the veterinary team.Moral distress: when external factorsprevent team members from doing whatthey feel is “right”6Moral distress often arises when there is conflict amongteam members or with clients about end-of-life decisions,pet quality of life, and standard of care. Over time, repeatedmorally distressing situations and negative emotions causecompassion fatigue, which arises from the emotional laborthese situations require.Emotional labor: the process of managingand concealing emotional expressions7Emotional labor is a large part of practicing veterinarymedicine successfully. Team members may need toexpress emotions publicly that do not match their privateemotions, such as hiding their anger with a client’s inabilityto pay for treatment or concealing distressing emotions10from their past to empathize with clients facing theeuthanasia of a beloved pet. Emotional labor and moraldistress can be exhausting, often creating “short fuses”and team conflict. Veterinary team conflict is expected andnormal; however, when not managed well, it can impactmorale8 and patient care.9Processes for managing moral distress,emotional labor, and team conflict canovercome obstacles10These processes allow a team to spend more time inthe rewarding emotions of being veterinary medicalprofessionals. These rewarding emotions include gratitude,happiness, confidence, and pride! HOW TO GET STARTED: Steps your practice cantake for helping with moral stress, emotional labor,and team conflict including the following: Hold a weekly one-hour “Moral DE-stress Meeting”to discuss the following questions in this order:1. What are the situations this week that made ithard to sleep or put aside thoughts of work whenyou were at home?2. What did you do well in that situation?3. What do you wish you had done differently?4. What did you learn?5. Is there anything you are grateful for in thissituation, or just in general?6. Is there anything that was humorous about thissituation or in this week that you remember? Provide yearly team training in communication skillsand conflict resolution techniques. Establish relationships with mental health resourcesin your community and have a list of numbersavailable for clients and team members to help withdifficult emotions that are beyond the scope of theveterinary team.
VETERINARY PRACTICE TEAM WELLBEINGResourcesAmerican Animal Hospital Association“AAHA Human Support in Veterinary Settings.” mansupport.pdfRISHI: The Remen Institute Healer’s Art -studentsParticipate in a Healer’s Art groupThe Schwartz Centerwww.theschwartzcenter.orgLearn about Schwartz Center rounds to guide your practice’sapproach to managing moral distressVeterinary Communication for Professional i@colostate.eduVeterinary Social Work ork@utk.eduAll veterinary teams face moraldistress (when external factorsprevent them from doing whatthey feel is right), emotionallabor (the process of managingand concealing emotionalexpressions), and team conflict.It is important to recognize andunderstand these challengesand develop skills to betteraddress them.References1. Strand, EB, et al. Adverse Childhood Experiences Among VeterinaryMedical Students: A Multi-Site Study. J Vet Med Educ 2017;44(2):1–8.doi:10.3138/jvme.0816-123R2. Batchelor, CEM, and McKeegan, DEF. Survey of the Frequencyand Perceived Stressfulness of Ethical Dilemmas Encountered in UKVeterinary Practice. Vet Rec 2011;170(1):19. doi:10.1136/vr.1002623. Crane, M, Phillips, J, Karin, E. Trait Perfectionism Strengthens theNegative Effects of Moral Stressors Occurring in Veterinary Practice.Aust Vet J 2015;93:354–360.4. Tran, L, Crane, MF, Phillips, JK. The Distinct Role of PerformingEuthanasia on Depression and Suicide in Veterinarians. J Occup HealthPsychol 2014;19:123–132.5. Robertson, I. Legally Protecting and Compelling Veterinarians in Issuesof Animal Abuse and Domestic Violence. NZ Vet J 2010;58:114–120.6. Tran, Crane, Phillips, 123–132.7. Grandey, AA. Emotional Regulation in the Workplace: A New Way toConceptualize Emotional Labor. J Occup Health Psychol 2000;5:95.8. Moore, IC, Coe, JB, Adams, CL, Conlon, PD, Sargeant, JM. Exploringthe Impact of Toxic Attitudes and a Toxic Environment on the VeterinaryHealthcare Team. Front Vet Sci 2015;2:78.9. Riskin, A, et al. The Impact of Rudeness on Medical TeamPerformance: A Randomized Trial. Pediatrics 2015;peds.2015:1385.doi:10.1542/peds.2015-138510. Thompson, A. How Schwartz Rounds Can Be Used to CombatCompassion Fatigue. Nurs Manag 2013;20:16–20.About the authorDr. Elizabeth Strand is the founding director ofVeterinary Social Work and a clinical associateprofessor at the University of Tennessee Collegesof Social Work and Veterinary Medicine. She is alicensed clinical social worker with a mission toencourage the humane treatment of both peopleand animals and to care for those professionalswho care for animals.11
CHAPTER 6Bridging the Gap Between Personal and Cultural Workplace WellbeingRandy HallThe importance of a positiveworkplace cultureThe culture in your prac
Team Wellbeing Guide - AAHA
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the 2020 AAHA/AAFP Feline Vaccination Guidelines and resources through an educational grant to AAHA. † A. E. S. Stone was chair of the 2020 AAHA/AAFP Feline Vaccination Guidelines Task Force. These guidelines were prepared by a Task Force of experts convened by the American Ani
AAHA Members 15,131 Veterinarians 15,787 Veterinary assistants and support staff 6,722 Veterinary technicians 3,946 Practice managers 2,589 Other 44,175 TOTAL MEMBERS *Financial and Productivity Pulsepoints, Tenth Edition, AAHA Press, 2019. **As of July 1, 2020 2 Billion purchasing power* 4,511 AAHA-accredited and preaccredited .
The Employer's Guide to Financial Wellbeing 2018-19 3 INDEX 1.0 Executive Summary 4 1.1 Introduction 5 2.0 The Relationship Between Financial Wellbeing & Mental Health 8 2.1 UK Employee Wellbeing 8 2.2 Money Worries are the Greatest Contributor to Overall Stress 10 2.3 Financial Wellbeing & Mental Health 12 2.4 The Cost of Poor Financial Wellbeing 13 3.0 The Financial Fitness Score is a Way to .
3.1 'Wellbeing' - what does it mean, how does the term function? 3.2 Wellbeing as a social construct and site of contest 3.3 Multiple discourses of wellbeing 3.4 The Whitehall 'wellbeing map' 3.5 DCSF's own wellbeing discourse 4. Implications and risks for DCSF 5. Recommendations
The robust advances in pain management for companion animals underlie the decision of AAHA and AAFP to expand on the information provided in the 2007 AAHA/AAFP Pain Management Guidelines for Dogs and Cats. The 2015 guidelines summarize and offer a discriminating review of much of this new knowledge. Pain management is central to veterinary
The AAHA Vaccine Guidelines Are Created These early recommendations prompted the American Animal Hospital Association (AAHA) to assemble a task force. In 2003, the AAHA Canine Vaccine Task Force evaluated the data from these challenges and serological studies and, while noting that the core vaccines had a min-
I felt it was important that we started to work on the project as soon as possible. The issue of how groups make joint decisions is important. Smith (2009) comments on the importance of consensus in group decision-making, and how this contributes to ‘positive interdependence’ (Johnson 2007, p.45). Establishing this level of co-operation in a
