Choose People Love Pets: The Veterinary Culture Podcast

Phoebe Valdez and Brianna Armstrong, DVM

"Choose People Love Pets" is a podcast dedicated to exploring the powerful intersection where passion for animals meets the art of leading with a people-first mindset and intentionality. Join us as we delve into the heart of veterinary medicine, discovering how prioritizing both the well-being of our furry friends and the humans who care for them can transform the landscape of culture and leadership in our field.

  1. Aug 10

    Inside the Modern Animal & Chewy Deal with Dr. Christie Long

    Modern Animal’s acquisition by Chewy has become one of the most significant and debated developments in veterinary medicine.In this episode, Dr. Christie Long joins Dr. Brianna Armstrong to share her unconventional journey from software and operations to veterinary medicine and eventually becoming Chief Medical Officer of Modern Animal. Dr. Long explains the original vision behind Modern Animal, the challenges of scaling its technology-enabled and membership-based model, and the lessons the company learned while expanding beyond California.Dr. Long also discusses the financial realities of building a venture-backed veterinary company, why the fundraising environment became more difficult, and what led Modern Animal to join Chewy. Dr. Armstrong and Dr. Long address concerns surrounding corporate consolidation, vertical integration, pharmacy, insurance, pricing, and what Chewy’s expanding healthcare ecosystem could mean for independent veterinary hospitals. Dr. Long also responds to the public reaction surrounding the acquisition and explains why personal relationships may remain independent practices’ greatest competitive advantage.This is a candid conversation about entrepreneurship, culture, scale, ownership, and what the Modern Animal and Chewy partnership could signal for the future of veterinary medicine.Key Takeaways- The hardest part of building a veterinary company is not necessarily building the hospitals. It is creating jobs, career paths, leadership systems, and a culture that talented people want to join.- Growth exposes assumptions. Modern Animal’s rapid success in Southern California did not automatically translate into other markets, forcing the company to rethink its branding, membership options, marketing, and accessibility.- Venture-backed growth creates a race against time. Companies must prove their model, reach meaningful scale, and attract additional capital before their financial runway ends.- Scale and independence are not the only two options. Christie views the acquisition as a way to access capital, talent, technology, and customers that could allow Modern Animal to pursue ideas it could not accomplish alone.- Independent practices still have a major advantage. Personal relationships and meaningful human connection remain difficult for any large organization to standardize or scale.- The future of veterinary medicine should not be framed only as corporate versus private. The more important questions may be who makes the decisions, how teams are treated, whether medical quality is protected, and whether the business creates genuine value for patients, clients, employees, and the profession. About Dr. Christie LongDr. Christie Long is a veterinarian, builder, and Chief Medical Officer of Modern Animal. Before entering veterinary medicine, she worked in software development, project management, and operations. Her career has included clinical practice, veterinary telehealth, corporate veterinary development, and the creation and expansion of Modern Animal’s technology-enabled veterinary hospitals.Through her work, Christie has focused on improving the veterinary experience for patients, clients, and the people delivering care. She now enters the next chapter of that work following Modern Animal’s acquisition by Chewy.ConnectLearn more about Modern Animal: https://www.modernanimal.com/Connect with Dr. Christie Long: https://www.linkedin.com/in/christie-long-dvm-b4b51a117/Follow Choose People Love Pets: If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it.Follow for more: FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠ IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠ LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

    Inside the Modern Animal & Chewy Deal with Dr. Christie Long

  2. Jul 27

    What Successful Practice Owners Do Differently | Dr. Christine Staten (Veterinary MBA)

    What happens when the career you love is no longer sustainable?  After decades of building a thriving mixed animal practice, Dr. Christine Staten found herself facing chronic pain that forced her to rethink what the next chapter of veterinary medicine could look like. Instead of stepping away from the profession, she went back to school for her MBA and created Veterinary MBA, a business dedicated to helping practice owners build practices that are profitable, sustainable, and fulfilling.  In this episode, we dive into the mindset behind her incredible career, why she believes burnout isn't inevitable, and how intentional systems—not working harder—allow practice owners to create more impact without sacrificing their lives. We also discuss leadership, mentorship, hiring, time management, community, AI, and the lessons she learned after losing her first five associates.  Whether you're a practice owner, an aspiring leader, or simply trying to build a career with more purpose, this conversation is full of practical advice and honest reflections.  In This Episode  • Why Dr. Staten chose to expand her impact instead of slowing down  • The health challenges that led her to reinvent her career  • Going back to earn an MBA at 50 and how it transformed her leadership  • Why Veterinary MBA was created and the mission behind it  • Burnout, systems, and the biggest misconceptions about practice ownership  • The importance of community for veterinary leaders  • Why "work-life balance" is the wrong goal and what to pursue instead  • Time audits, time blocking, and designing your life intentionally  • Delegation, mentorship, and building systems that create freedom  • Lessons learned after losing her first five associate veterinarians  • Hiring for culture instead of just clinical skills  • Building successful retreats and mentorship communities  • How she approaches AI while keeping human connection at the center of leadership  Connect with Dr. Christine Staten  veterinary_mba Adobe Veterinary Center: https://adobevetcenter.com/ Follow Dr. Christine Staten for practical insights on veterinary leadership, practice ownership, and building sustainable veterinary businesses.    If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

    What Successful Practice Owners Do Differently | Dr. Christine Staten (Veterinary MBA)

  3. Jul 13

    Why Your Open Door Policy Isn't Working

    Every leader wants employees to speak up—but if you constantly find yourself saying, "I wish someone had told me sooner," your open door policy may not be working the way you think.  In this episode, Dr. Brianna Armstrong and Phoebe Valdez unpack why simply telling your team your door is always open isn't enough to create psychological safety. They explore the hidden power dynamics that make employees hesitate to speak honestly, why leaders often hear the truth only during exit interviews, and how great leaders intentionally create environments where feedback feels safe.  You'll learn practical ways to move beyond passive accessibility and build a culture where your team feels comfortable sharing concerns, solving problems together, and helping your hospital continuously improve.  In this episode, we discuss:  Why open door policies often fail   The hidden power dynamics every leader needs to understand   How employees perform a "risk calculation" before speaking up   The difference between accessibility and psychological safety   Why exit interviews reveal what leaders should have known all along   Practical ways to invite honest feedback   How curiosity—not defensiveness—builds trust   Simple leadership habits that create healthier teams    Key Takeaways  An open door policy doesn't automatically create trust.   Psychological safety must be intentionally built.   Employees often filter feedback because of the inherent power imbalance.   Leaders should actively seek feedback instead of waiting for it.   Anonymous surveys and regular one-on-ones provide safer opportunities for honesty.   Curiosity is more powerful than defensiveness.   The best cultures normalize disagreement and collaborative problem-solving.   Listening before solving strengthens relationships and often leads to better solutions.    Memorable Quotes  "Just because the door is open doesn't mean people will walk through it."  "People don't stay silent because they don't care. They stay silent because they're doing a risk calculation."  "The information was always there. The environment wasn't."  "Great hospitals don't avoid conflict. They get curious about it."  "The quality of your leadership is hidden inside the feedback people are afraid to give."  "Stop telling your team your door is open. Show them."  Resources Mentioned  ✅ Anonymous Culture Survey Template: https://docs.google.com/forms/d/1duOs1X1CmlLXlum74OLTnzuO2SOeyeJ2DIP4rCJNfMc/copy  Call to Action  If this episode challenged your thinking, send it to another leader who's trying to build a healthier workplace.  Then try this with one team member this week:  "What's one thing we could be doing better that you think I don't see?"  Resist the urge to explain or solve the problem. Simply listen.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

    Why Your Open Door Policy Isn't Working

  4. Jun 29

    Building a Career That Matters with Dr. Dani McVety

    What if the biggest predictor of your success as a veterinarian isn't your medical knowledge—but your ability to communicate, lead, and connect with people?  In this episode, Dr. Brianna Armstrong sits down with Dr. Dani McVety, veterinarian, entrepreneur, speaker, and co-founder of Lap of Love Veterinary Hospice, for an honest conversation about the experiences that shaped her career. From repeating a year of veterinary school and failing the NAVLE to building one of the largest veterinary organizations in the country, Dani shares the lessons that transformed setbacks into opportunities for growth.  Together, they discuss the importance of communication in veterinary medicine, building trust with clients, creating strong teams, navigating entrepreneurship, balancing family and career, and what it really takes to lead through uncertainty.    In this episode, we discuss:  Dani's early exposure to entrepreneurship and how her parents influenced her mindset  How volunteering in human hospice changed the way she views veterinary medicine  Why communication—not medicine—is often what clients remember most  The books, habits, and lifelong learning that shaped her leadership style  Repeating a year of veterinary school, failing the NAVLE, and embracing failure as part of success  Why emotional intelligence and bedside manner are essential clinical skills  Building Lap of Love from a side project into a nationwide organization  Choosing the right business partners and hiring for personality and values  Leadership lessons from scaling a rapidly growing company  Balancing entrepreneurship, motherhood, and family while building a career  The importance of emotional stability during times of stress and uncertainty  Why defining success on your own terms leads to a more fulfilling veterinary career  Memorable Quotes  "Communication is what builds trust. Without trust, even the best medicine can't make an impact."  "No one will ever ask where you graduated in your class. They will remember how you made them feel."  "Failure isn't the end of your story. Often, it's where the most important growth begins."  Connect with Dr. Dani McVety  Linkedin: https://www.linkedin.com/in/drdanimcvety/  Instagram: @drdanimcvety  Facebook: @drdanimcvetyleinen  Website: lapoflove.com  Connect with Dr. Brianna Armstrong  Linkedin: https://www.linkedin.com/in/brianna-armstrong-dvm/  Instagram/facebook/tiktok: @drarmstrongdvm   Follow along for more conversations about leadership, career growth, and creating a sustainable, fulfilling life in veterinary medicine.   If you enjoyed this episode, please subscribe, leave a review, and share it with a colleague who could benefit from the conversation.  Follow for more:   FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

    Building a Career That Matters with Dr. Dani McVety

  5. Jun 15

    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   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

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

  6. Jun 1

    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   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

  7. May 18

    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   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

    Hiring Red Flags #2: The Blame Test

  8. May 4

    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 patternA simple, actionable step to shift itA practical way to start rewiring how you thinkLink to free resource: 👉 yourbrainresetblueprint.com 🎧 Connect + Follow  Dr. Lucette's contact info:   Website: www.drlucette.net  Instagram: www.instagram.com/drlucette  YouTube: www.youtube.com/@drlucette  Facebook: www.facebook.com/drlucetteb  TikTok: www.tiktok.com/@lucettebeall  LinkedIn: https://www.linkedin.com/in/dr-lucette-beall-aa395744/  Email: 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   IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠   LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/

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

5
out of 5
7 Ratings

About

"Choose People Love Pets" is a podcast dedicated to exploring the powerful intersection where passion for animals meets the art of leading with a people-first mindset and intentionality. Join us as we delve into the heart of veterinary medicine, discovering how prioritizing both the well-being of our furry friends and the humans who care for them can transform the landscape of culture and leadership in our field.

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