Meg Oliver's guest appearances

Meg Oliver

A New Angle

VHMA Manager to Manager

PAWSitive Leadership Podcast

Brendan Leonard

Tim Gordon

Alex Honnold

Ben Ferencz

Charlie Warzel

Dierdre Wolownick

Joe Anderson

Ross Douthat

Jenny Jurek

Michelle Weaver

Sarah Vowell

Steve Albini

Emily Graslie

Stephanie Wittels Wachs

Jennifer Palmieri

OwlTail

In this CAN'T-miss episode, Andrea and David interview Meg Oliver, CVPM, Practice Manager Cicero Animal Clinic about her recent article about recessions that talks about rising costs, pricing, staff shortages, burnout, and more (see link below). Meg takes us through how inflation and the threat of recession can have an impact on our teams as well as our clients. She gives pointers on how to plan for economic slowdowns and budget for things like employee raises, price increases, and challenging conversations with client compliance.  Join us, grab a cup of coffee, or pour a glass of wine, and enjoy the session! Stay happy and sane! https://vetsuccess.com/blog/us-economy-recession-what-veterinary-practices-should-keep-an-eye-on/   Our Links: Website: https://www.pawsitiveleaders.com/ FB: https://www.facebook.com/PAWSitiveLeaders IG: https://www.instagram.com/pawsitiveleaders/ Furpaws Consulting: https://www.furpawsconsulting.com/ Andrea Crabtree-Wood (Host) LinkedIn: https://www.linkedin.com/in/andrea-crabtree-bs-cvpm-sphr-phrca-ccfp-fear-free-000a7985/ David Liss (Host) LinkedIn: https://www.linkedin.com/in/david-liss-mba-cvpm-rvt-6915743b/ To learn more about our social media: www.dogdaysconsulting.com LinkedIn: https://www.linkedin.com/in/rhondabellcvpm/

In this CAN'T-miss episode, Andrea and David interview Meg Oliver, CVPM, Practice Manager Cicero Animal Clinic about her recent article about recessions that talks about rising costs, pricing, staff shortages, burnout, and more (see link below). Meg takes us through how inflation and the threat of recession can have an impact on our teams as well as our clients. She gives pointers on how to plan for economic slowdowns and budget for things like employee raises, price increases, and challenging conversations with client compliance.  Join us, grab a cup of coffee, or pour a glass of wine, and enjoy the session! Stay happy and sane! <a href="https://vetsuccess.com/blog/us-economy-recession-what-veterinary-practices-should-keep-an-eye-on/" rel="nofollow" target="_blank">https://vetsuccess.com/blog/us-economy-recession-what-veterinary-practices-should-keep-an-eye-on/</a> Our Links: Website: <a href="https://www.pawsitiveleaders.com/" rel="nofollow" target="_blank">https://www.pawsitiveleaders.com/</a> FB: <a href="https://www.facebook.com/PAWSitiveLeaders" rel="nofollow" target="_blank">https://www.facebook.com/PAWSitiveLeaders</a> IG: <a href="https://www.instagram.com/pawsitiveleaders/" rel="nofollow" target="_blank">https://www.instagram.com/pawsitiveleaders/</a> Furpaws Consulting: <a href="https://www.furpawsconsulting.com/" rel="nofollow" target="_blank">https://www.furpawsconsulting.com/</a> Andrea Crabtree-Wood (Host) LinkedIn: <a href="https://www.linkedin.com/in/andrea-crabtree-bs-cvpm-sphr-phrca-ccfp-fear-free-000a7985/" rel="nofollow" target="_blank">https://www.linkedin.com/in/andrea-crabtree-bs-cvpm-sphr-phrca-ccfp-fear-free-000a7985/</a> David Liss (Host) LinkedIn: <a href="https://www.linkedin.com/in/david-liss-mba-cvpm-rvt-6915743b/" rel="nofollow" target="_blank">https://www.linkedin.com/in/david-liss-mba-cvpm-rvt-6915743b/</a> To learn more about our social media: <a href="http://www.dogdaysconsulting.com/" rel="nofollow" target="_blank">www.dogdaysconsulting.com</a> LinkedIn: <a href="https://www.linkedin.com/in/rhondabellcvpm/" rel="nofollow" target="_blank">https://www.linkedin.com/in/rhondabellcvpm/</a>

Recession, Inflation, & Employees with Meg Oliver

Especially during the last year, delegating tasks and empowering team members has been a challenge. But it doesn’t have to be. Even those employees who don’t see their job as a career path and even those who have the menial (but necessary) tasks that no one else wants to do can and should have a voice. Today’s podcast guest, Meg Oliver, demonstrates beautifully the importance of expectations, training, and providing opportunities to everyone.   Meg is a CVPM of a four doctor practice in New York. She has 20 years experience in the field and a special interest in finance. She is also the founder of her local manager’s group and the owner of Central New York Pet Emergency Fund. In today’s episode, she explains a lot of common problems and ways to solve them. Not only does she have practical advice specifically for those in the veterinary medicine field, but she also offers amazing recommendations for leaders anywhere.    Empowering and delegating is hard to do but it can be done and it requires a lot of letting go on your part as a leader.   Show Notes: [2:43] - As managers we get stuck in the mindset of things getting done right if you do it yourself or the mindset of helping the team complete tasks that you don’t need to do. [3:03] - Meg says that it all starts with proper job screening. Being on the same page of what the job expectations are is crucial. [4:03] - Phase training is also incredibly important. We can’t expect great results if we don’t provide the proper training. [5:29] - Setting up parameters for team members is vital for making sure we empower them but that they don’t just “take it and run.” [6:29] - The foundation of training makes a huge difference. This includes clear communication to those who are doing the training. [7:30] - It is advised to prepare new receptionists that not everyone comes in happy. [8:27] - As managers, it might be hard to let go of certain tasks and delegate them to someone else. It also feels good to be the person that is needed. [8:54] - You should be able to step out of the hospital and it run without you. [10:22] - It is okay for managers to ask support staff how to do something that you haven’t done in a long time or don’t know how to do. It helps bring the team together. [12:18] - Meg suggests having the team write the SOP. This gives them voice and an opportunity to bring fresh ideas to the table. [13:11] - Give the team a template and expectations and empower them to make decisions. [14:40] - The assistant position is perfectly fine to use as a stepping stone to a higher position or not. Not everybody is an overachiever. [15:43] - The “workhorses” and overachievers balance each other out in Meg’s practice. They all offer something different. [17:11] - There are some different levels of delegation and empowerment. We are setting ourselves up for failure if we don’t have the norm of job and movement expectations. [18:09] - We need to step back as managers and accept that not everyone will see their job at the practice as a career. They can still have a voice. [19:36] - Meg shares “The Kitty Jar,” which is something she implemented to encourage positive feedback and acknowledgement. These small things make a difference. [20:42] - One of the goals of a leader is to encourage everyone and get the best out of everyone that you’ve already got. [21:21] - Deb shares a humorous story of how they discovered an employee had Covid as she was going above and beyond cleaning a mess. [22:27] - We can’t always control everything, but we can offer an environment that is positive and encouraging. For something to reach self-actualization, they need to feel fulfilled in their job. [23:24] - Meg suggests reading books by Brene Brown to understand this even more. [24:10] - Opportunity can mean a lot of different things for everyone. You have to give people an opportunity to succeed but also to fail. Mistakes will happen for growth. [25:49] - Giving someone the task of managing social media gives them the feeling that they are contributing. [26:32] - Self value is part of being happy and being fulfilled at work. [27:02] - During evaluation periods, ask team members what their interests are and find out what they want to be better at. [28:10] - As a profession, delegation has not been a strength. [29:03] - Educating outside veterinary medicine is important when you are a leader. Look outside the box and learn how to better the team.   Thank you for listening. Remember you are not in this alone. Visit our website for more resources.   Links and Resources:    VHMA Web Page VHMA Coronavirus Resources VHMA Facebook VHMA Twitter VHMA on Linkedin Meg Oliver on LinkedIn VHMA Provider Profile: Meg Oliver Cicero Animal Clinic Home Page Cicero Animal Clinic Facebook Cicero Animal Clinic on Twitter 

Especially during the last year, delegating tasks and empowering team members has been a challenge. But it doesn’t have to be. Even those employees who don’t see their job as a career path and even those who have the menial (but necessary) tasks that no one else wants to do can and should have a voice. Today’s podcast guest, Meg Oliver, demonstrates beautifully the importance of expectations, training, and providing opportunities to everyone. Meg is a CVPM of a four doctor practice in New York. She has 20 years experience in the field and a special interest in finance. She is also the founder of her local manager’s group and the owner of Central New York Pet Emergency Fund. In today’s episode, she explains a lot of common problems and ways to solve them. Not only does she have practical advice specifically for those in the veterinary medicine field, but she also offers amazing recommendations for leaders anywhere.  Empowering and delegating is hard to do but it can be done and it requires a lot of letting go on your part as a leader. Show Notes: [2:43] - As managers we get stuck in the mindset of things getting done right if you do it yourself or the mindset of helping the team complete tasks that you don’t need to do. [3:03] - Meg says that it all starts with proper job screening. Being on the same page of what the job expectations are is crucial. [4:03] - Phase training is also incredibly important. We can’t expect great results if we don’t provide the proper training. [5:29] - Setting up parameters for team members is vital for making sure we empower them but that they don’t just “take it and run.” [6:29] - The foundation of training makes a huge difference. This includes clear communication to those who are doing the training. [7:30] - It is advised to prepare new receptionists that not everyone comes in happy. [8:27] - As managers, it might be hard to let go of certain tasks and delegate them to someone else. It also feels good to be the person that is needed. [8:54] - You should be able to step out of the hospital and it run without you. [10:22] - It is okay for managers to ask support staff how to do something that you haven’t done in a long time or don’t know how to do. It helps bring the team together. [12:18] - Meg suggests having the team write the SOP. This gives them voice and an opportunity to bring fresh ideas to the table. [13:11] - Give the team a template and expectations and empower them to make decisions. [14:40] - The assistant position is perfectly fine to use as a stepping stone to a higher position or not. Not everybody is an overachiever. [15:43] - The “workhorses” and overachievers balance each other out in Meg’s practice. They all offer something different. [17:11] - There are some different levels of delegation and empowerment. We are setting ourselves up for failure if we don’t have the norm of job and movement expectations. [18:09] - We need to step back as managers and accept that not everyone will see their job at the practice as a career. They can still have a voice. [19:36] - Meg shares “The Kitty Jar,” which is something she implemented to encourage positive feedback and acknowledgement. These small things make a difference. [20:42] - One of the goals of a leader is to encourage everyone and get the best out of everyone that you’ve already got. [21:21] - Deb shares a humorous story of how they discovered an employee had Covid as she was going above and beyond cleaning a mess. [22:27] - We can’t always control everything, but we can offer an environment that is positive and encouraging. For something to reach self-actualization, they need to feel fulfilled in their job. [23:24] - Meg suggests reading books by Brene Brown to understand this even more. [24:10] - Opportunity can mean a lot of different things for everyone. You have to give people an opportunity to succeed but also to fail. Mistakes will happen for growth. [25:49] - Giving someone the task of managing social media gives them the feeling that they are contributing. [26:32] - Self value is part of being happy and being fulfilled at work. [27:02] - During evaluation periods, ask team members what their interests are and find out what they want to be better at. [28:10] - As a profession, delegation has not been a strength. [29:03] - Educating outside veterinary medicine is important when you are a leader. Look outside the box and learn how to better the team. Thank you for listening. Remember you are not in this alone. Visit our website for more resources.   Links and Resources: <ul> <li><a href="https://www.vhma.org/home" rel="noopener nofollow" target="_blank">VHMA Web Page</a></li> <li><a href="https://www.vhma.org/resources/coronavirus" rel="noopener nofollow" target="_blank">VHMA Coronavirus Resources</a></li> <li><a href="https://www.facebook.com/veterinaryhospitalmanagersassociation/" rel="noopener nofollow" target="_blank">VHMA Facebook</a></li> <li><a href="https://twitter.com/VHMAssoc" rel="noopener nofollow" target="_blank">VHMA Twitter</a></li> <li><a href="https://www.linkedin.com/company/vhma/" rel="noopener nofollow" target="_blank">VHMA on Linkedin</a></li> <li><a href="https://www.linkedin.com/in/meg-oliver-cvpm/" rel="noopener nofollow" target="_blank">Meg Oliver on LinkedIn</a></li> <li><a href="https://www.vhma.org/directory/members/profile?UserKey=12d1bc8c-84ed-40af-8bf3-b99731147613" rel="noopener nofollow" target="_blank">VHMA Provider Profile: Meg Oliver</a></li> <li><a href="https://ciceroanimalclinic.com/" rel="noopener nofollow" target="_blank">Cicero Animal Clinic Home Page</a></li> <li><a href="https://www.facebook.com/ciceroanimalclinic" rel="noopener nofollow" target="_blank">Cicero Animal Clinic Facebook</a></li> <li><a href="https://twitter.com/The_CAC_Crew" rel="noopener nofollow" target="_blank">Cicero Animal Clinic on Twitter</a></li> </ul>

Empower vs Delegation, Improving Efficiency, and Job Satisfaction with Meg Oliver

Meg Oliver is a 1993 graduate of the University of Montana with a degree in journalism. She is an award-winning CBS News correspondent with more than two decades of journalism experience. Meg joined CBS News in 2006 as overnight anchor of “Up to the Minute” and correspondent for “The Early Show” and today reports for all CBS News programs and platforms. She's covered breaking news stories around the county and world, from terrorist attacks to devastating hurricanesMeg remains actively engaged in service to UM – she is a past Dean Stone Lecturer, a member of the Journalism Dean’s Advisory Board and a supporter of women’s leadership programming at UM.

Meg Oliver is a 1993 graduate of the University of Montana with a degree in journalism. She is an award-winning CBS News correspondent with more than two decades of journalism experience. Meg joined CBS News in 2006 as overnight anchor of “Up to the Minute” and correspondent for “The Early Show” and today reports for all CBS News programs and platforms. She's covered breaking news stories around the county and world, from terrorist attacks to devastating hurricanes Meg remains actively engaged in service to UM – she is a past Dean Stone Lecturer, a member of the Journalism Dean’s Advisory Board and a supporter of women’s leadership programming at UM.

CBS News' Meg Oliver has stories to tell