Nanette: The leader tonight will be Teresa, and I will be helping her keep track of things. Here she is.... Past President of NAVTA. Teresa Sonsthagen!

NAVTA Activities for 2001 - Highlights State Representative Network - Quarterly Updates continue to be sent to state reps. 4th Annual Leadership Workshop will be in Kansas City in Aug 2002 Internet Task Force - Web site is up at www.navta.net. Plans include changing the article on the front page each month, initiating discussion boards and announcing chats available on VSPN and VetTeam.
Teresa Sonsthagen: Are any of you folks state reps or state association leaders?
Nanette: y.past president of WY, (and past CA state rep)
Robin: NJ Rep here!
Michelle: Used to be, but chapters are closed in Ontario now

Robin: Is the old AVMA/NAVTA website still going to be there
Teresa Sonsthagen: Nope - I will be calling them tomorrow and asking them to shut it off and direct traffic to the new site Michelle: I know about it but don't seem to find much information on the site. Unless it has changed recently
Teresa Sonsthagen: Our new site is brand new. I think you'll like it and we plan on making changes regularly
Michelle: cool, I will have to go back and check it out
Robin: We were having an awfully hard time getting the NJ regulations updated on AVMA site
Teresa Sonsthagen: That is one area they haven't replied to... we asked them if we could take over the vet tech regulations. So far no answer! But I'm pretty persistent! We plan on using the new site to promote NVTW.

NVTW - Articles on both web sites and newsletter will appear highlighting member's celebrating NVTW. I would like to invite all of you to share your NVTW celebrations with me

Nanette: What are the NVTW dates this year?
Teresa Sonsthagen: It's the third week of October. The 15th - 22 - Monday through Sunday.

Programs - Utilization Data is available in the newsletter that is hitting the stands this week. A summary of the data will be available on the web site. We are also involved in the Mega Study done by the AVMA on the future of veterinary medicine. The NCVEI has held meetings since the Mega study was complete. NAVTA has participated in these meetings and will continue to.

Nanette: Can you quickly describe the role of the vet staff in the NCVEI proceeding? Most have probably not heard of it.
Teresa Sonsthagen: The NCVEI is looking at the Mega study that predicts trends in vet med. The vets are very worried because of the influx of women in the vet med profession. They are worried because women don't want to work as long and don't want to be practice owners. That affects us because as the practices close because of no new owners we may be out of jobs. Nanette: I am pleased to see that they are looking into the elevation of wages for staff and recognition for various staff members in this study.
Teresa Sonsthagen: That is true Nanette and hopefully this study will encourage women to do more thinking about being business owners. We have really been on their tails lately!

Robin: I see there is a lot more involvement with the Amer. Assoc. of State Boards, too.
Teresa Sonsthagen: If you all haven't heard the AAVSB is trying to get a model practice act for vets passed/accepted and they haven't included VTs because "they didn't have time."
Elizabeth: I would also add that the general lower status of women = lower wages for both professionals and paraprofessionals. The vets don't seem too happy about the model act either, at least in TX
Teresa Sonsthagen: Very true Elizabeth. The Mega Study is trying to see what can be done to elevate self-confidence in women to become owners
Nanette: DVM's are finding that if they want to own a practice...it's likely they won't be practicing VM as much!
Anna: My boss is a female and owns the practice and I find it's 1/2 VM and 1/2 business stuff, its really tough and time consuming. I wouldn't want to do it that's for sure, at least not alone and then there is the family planning part, it's harder to have children when you have a business.
Teresa Sonsthagen: Anna - that is a good point - we are seeing more and more General managers - some being VTs and that is actually a good thing. If the vets will give up some of their power!
Jana: Not to offend, but most vets are terrible business managers, so they need general managers
Nanette: Perfect spot for some vet staff to move in :)
Teresa Sonsthagen: Very true - I would recommend the Managers Association to anyone interested in that field
Michelle: My boss, also female, has her own practice. Has had it for 3-4 years now, has 2 children 9 and 12 -used to work 6 days a week and occasional on call. She now has hired a part time associate and can take more time off. She is also very good (to a certain degree) at management. This year, I see burn out in her! No more patients.
Kelly: The clinic I work at is owned by the Vet, and it seems there is not enough time for VM, managing and family life unless some how there are 48 hrs in a day instead of 24. Slowly he is letting others do more to get some relief
Jana: hence burn out!
Teresa Sonsthagen: Very good input - shall we move on?

Allied Associations - Our biggest effort here is our meeting with AVMA Executive Board members at their annual association meeting. We are also in the planning stages for a summit meeting to be held with the leaders of the Canadian Association (CAAHTA) we will discuss utilization of technicians, NVTW and promotion of technicians. We have accomplished some really good things with the AVMA/NAVTA liaison. We will be working with them on both the mega study and the AAVSB

Sharon: What can we do about making national standards for techs, so the laws are the same in every state?
Teresa Sonsthagen: Sharon - That is one of the things we are visiting the AVMA about in Boston.
Anna: Actually I have a question, sorry. Are you guys talking about what Techs will/are allowed to do? (i.e. cat neuters etc)
Teresa Sonsthagen: That is part of legislation and we haven't touched on that tonight. However we are looking at the AAVSB's model practice act that doesn't include vet techs.
Nanette: that's a whole 'other chat :)

Sharon: I would love to see every one have the same standards and have the ability to move to another state w/o retesting
Teresa Sonsthagen: Sharon - that is our goal too. I think we are poised to accomplish just that too - in the not too distant future!
Elizabeth: This is an area I work on in TX; people have very different ideas about what "standards" should be.

Specialty groups - the Emergency and Critical and the anesthesia specialty groups are going strong. The newest group trying to organize is the Dental Academy, however they need more people on their organizing committee. The requirements are 7 years experience in dental prophylaxis, involving 75% of their day spent doing dentals, and of course they have to be a NAVTA member! If you fit those categories contact Sarah Sharp at DBLTRBSLS@aol.com or if you wish to write to her I can give you her address off line.

Kari: You said the Anesthesia specialty is going strong, however everything I have read on message boards says no one has been able to contact them. Do you have contact info?
Teresa Sonsthagen: Kari - contact the NAVTA office for direct names - Dean Knoll and Harry Latchaw are in there somewhere

Top Ten List of Things to Help Correct Job Burnout
There are a number of things, suggested by the experts, that you can do to bring back your interest in the job that you already have.

1. Set up a project that means something special to you.
Teresa Sonsthagen: Do you all have something at work that needs to be done? But no one has the time or energy? This can be a real team builder and can build enthusiasm.

2. Take the initiative to communicate with your boss.
Teresa Sonsthagen: By this I mean sit down and just visit - even if it takes staying late or inviting him/her out to lunch. Most of the time misunderstanding come from being too hurried, too worried. If we take the time to connect we can avoid much of this

Michelle: What does this have to do with getting that oomph back into the job? (Point # 2)
Teresa Sonsthagen: If you are going through some burnout issue - sometimes it can be remedied by talking to the boss perhaps a shift in duties or a few days off or a different work schedule. The idea is to TALK to the boss to let them know, if they value you they will work with you
Elizabeth: I've seen plenty of folk go from loving to hating work b/c of an antagonistic relationship w/boss. That really saps enthusiasm for job.
Teresa Sonsthagen: Eliz - exactly - by taking the initiative to find out what caused the antagonism we go a long ways in resolving it. As women we think they should know we are getting burned out but they are so busy they most likely don't have a clue!
Nanette: That goes for men and women bosses.
Teresa Sonsthagen: Oh, no kidding - there is nothing worst than an antagonistic relationship! Which is a good lead into #3!

3. Repair a bad relationship.
Teresa Sonsthagen: I have found that the best way to do this is to ask for a meeting with the other person. When you sit down, tell them how you feel and ask them to help you resolve those feelings

4. Delegate.
Teresa Sonsthagen: How many of you do too much!
Pat: my hand held high here.
Teresa Sonsthagen: It is ok to give something away! They may not do it the way you would but if the job gets done and no one gets hurt who cares how the job was done! Pat - thanks for sharing!
Nanette: The job I left in CA, took 5 people to delegate all my tasks to. Freaked me out when I read the list...I'd been doing stuff for so long it was habit!
Teresa Sonsthagen: Nanette - that is so true! I've been replaced by 3 - so you win! Letting other people do my stuff was the hardest thing I could imagine!
Nanette: I find delegating the most difficult thing to do, but as I grow up, I realize I can't do it all. And I do much better when I have a good attitude not an overloaded one. It's that just say NO mentality.
Teresa Sonsthagen: But my life is so much easier and all I have to do is remind myself that it is ok, it is ok, it is ok...

Valerie: How do you handle delegation that does not get completed? Many tasks to get it right you must do it yourself
Teresa Sonsthagen: Valerie - ask them if they need help in getting started - but do not take it back! Sometimes it is just a matter of letting them vocalize their ideas and see if there is anything wrong with they way they want to do it. You have been doing it so long that it is a piece of cake for you but others may find the job daunting and get scared fear paralyzes and so they may just need a little nudge and support. But don't take it back!!!!!

5. Ask for feedback.
Teresa Sonsthagen: This is from your co-workers and your boss - we work in such a vacuum that it is hard to tell if they appreciate our effort! So instead of wondering ask!

Kari: I have a lot of responsibilities that I am constantly trying to delegate. We have a pretty high turnover rate. What do you recommend for that kind of situation? How do you know if they're serious?
Teresa Sonsthagen: Kari - do you meet with these people on a regular basis?
Kari: I see them on a regular basis during scheduled shifts. But then after a while, they quit.
Teresa Sonsthagen: Kari - you need to have meetings! - Ask them what they would like to do - get their feedback on what they plan on doing to with their job and help them get started... also make sure they know the expected outcome. Too often we delegate and leave the person with no instructions or end result expected.
Valerie: Say thanks!! It works wonders
Teresa Sonsthagen: Val - very true !
Nanette: Their input will keep them interested and attached to the practice

Kari: Problem - no one will have a meeting if they are not getting paid. Boss has come down on staff meetings. I work at a busy EC, don't always have time during shifts. Guess I am just stuck, huh!!
Teresa Sonsthagen: Communicate, communicate, communicate!
Nanette: NO....Boss needs to buy into the benefit for the practice and staff meetings should always be paid...if you have them frequently they are more effective and shorter and avoid being ##### sessions
Teresa Sonsthagen: Kari - do you have a lunch break? If so - do it then. If not invite them to stay after for a few minutes and be super organized! Ask the boss to sit in on the meeting so he/she can see what you are trying to accomplish. Once he/she sees how well it works they may change their minds! I agree Nanette
Pat: I just started a new job, after 25 yrs at one place. The new hospital has meetings every week. We are paid and they buy us lunch to attend. The hospital locks the doors for an hour once a week to do this. Seems every one has something to say, and every thing is taken well and less hard feelings that way.
Margaret: I wondered if the boss would pay for a meal (tax write off), and the person might come to a meeting if they were at least getting fed.
Teresa Sonsthagen: Super Pat and Margaret ! These are two bosses with the "poop in a groove" as we say in ND!
Kari: There is rarely time for more than 1 person to be on break at a time. I agree about communication. I just need to check in, even if briefly, so they know they have not been forgotten about. It is a very stressful job. 10 DVM's, all with their own demands, sad cases, high amount of abuse/death, lots of critical pets to deal with.
Teresa Sonsthagen: Kari - this is probably one of the reasons for the high turn around in your practice. But you are right - checking in and giving them encouragement goes a long way in allowing a person to take over a new duty. Even more reason to have staff meetings! You need to connect and encourage one another! Do you formally address stress at your meetings? I have some great stuff on stress - maybe that could be a topic on this chat...
Kari: One of the staff supers did a session over a few months on personality. Thought if we knew what made the other tick, we wouldn't get so upset about stuff.

Nanette: Since we have run over on this topic.....Teresa has agreed to finish # 6 - 10 on job burnout top ten, at another chat in July. We'll have the date for the follow up chat in the chat schedule by the end of next week. Thank you Teresa for the up to the minute NAVTA update and for the start of some great discussion. Remember, we can continue discussion on #1-5 in the message boards under COMMUNICATION or PRACTICE MANAGEMENT. Just mention this chat so it will be easier for folks to find it.
Teresa Sonsthagen: welcome! Nice having you folks join the chat tonight - remember to check out NAVTA.NET! Thank you Nanette - this was great!
Nanette: Thanks everyone!
Robin: Thank you both and everyone!
Sharon: Thanks for the chat and good night!
Michelle: Thanks all, very informing.

***** Logging stopped: 6/12/01 11:00:26 PM -----

Conference Room participants: @NanetteWalkerSmith (moderator), Teresa Sonsthagen (speaker), Anna, Dawn, Debbie, Diane, Elizabeth, Jana, Jennifer, Kari, Kelly, Leslie, Loni, Margaret, Michelle, Pat, Robin, Sharon, Sherri, Sue, Tina, Valerie ----- Total: 22