What if the veterinary career you've always dreamed of is waiting on the other side of courageous leadership? Discover veterinary leadership, parenthood, practice ownership, veterinary entrepreneurship, team culture, and career growth as Dr. Bethany Weinheimer welcomes Dr. Christine Staten. Christine shares her unexpected journey from aspiring obstetrician to successful veterinary practice owner, revealing how intentional leadership, strong core values, and continuous personal growth transformed her practice into a thriving community cornerstone. From creating psychological safety to building an empowered team, this conversation is packed with practical wisdom for veterinarians ready to lead with purpose and create a career they truly love.

Are you in a "Code Blue" moment in your veterinary career? Join Bethany's Code Blue Coaching to help bring you back to life!

Code Blue Coaching is a personalized 6-month transformational journey that combines neuroscience, coaching psychology, and empowered leadership to help you build a sustainable career in medicine in a way that is authentic to YOU. Whatever your vision, one thing's clear: you didn't sign up for a life of survival mode—and you don't have to stay there.

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In This Episode You Will Learn

✅ Why veterinary medicine offers more career flexibility than most professions

✅ How defining core values can completely transform your practice culture

✅ Practical leadership strategies for building engaged, empowered veterinary teams

✅ Why personal growth and intentional leadership are essential for long-term career fulfillment

Timestamps

• 00:00 Introduction to Dr. Christine Staten and her veterinary leadership journey
• 06:42 Finding an unexpected path into veterinary medicine
• 13:15 Discovering purpose through practice ownership
• 20:18 Building a culture-first veterinary practice
• 27:41 Leadership lessons that transformed her team
• 35:12 Creating accountability without sacrificing compassion
• 42:18 Why veterinarians need to think like CEOs
• 47:00 Raising children while building a successful veterinary career
• 54:18 Letting go of guilt and redefining work-life balance
• 1:01:42 The power of mentorship and learning from other leaders
• 1:09:30 Why investing in yourself changes everything
• 1:17:58 The business skills every veterinarian should develop
• 1:26:15 Personal growth, emotional intelligence, and becoming a better leader
• 1:35:52 Breathwork, self-regulation, and finding clarity beyond the to-do list
• 1:43:50 Final advice for future women leaders and where to connect with Christine

Key Takeaways

🔹 Leadership starts with leading yourself. Effective leadership isn't about having all the answers—it's about developing self-awareness, emotional intelligence, and the willingness to continually grow.

🔹 A thriving practice begins with a strong culture. Clearly defined core values, psychological safety, accountability, and open communication create an environment where team members feel valued, empowered, and motivated to do their best work.

🔹 Your veterinary degree can open countless doors. Whether you're passionate about clinical medicine, ownership, leadership, education, mentoring, or entrepreneurship, veterinary medicine offers incredible flexibility. Your career can evolve as your interests and priorities change.

🔹 Success doesn't require perfect work-life balance. Instead of striving for an impossible balance, focus on creating a life that aligns with your Authentic Values.

About Dr. Christine Staten

Dr. Christine Staten has had the privilege of practicing and owning a mixed-animal hospital for more than two decades. At the age of 50, she went back to school for her MBA. She wanted to run my business better, and she knew something had to change. What she learned didn’t just apply to Fortune 500 companies, it was practical, actionable, and immediately transformed how she led my team, managed finances, and created systems that finally worked.

https://www.veterinary-mba.com/

https://www.instagram.com/veterinary_mba

Resources Mentioned

Code Blue Coaching: https://www.evolvedvets.com/coaching

The Evolved Vets Membership: https://app-evolved-vets.mykajabi.com/membership

📸 Instagram: @EvolvedVets

📺 YouTube: Evolved Vets

🎵 TikTok: @evolvedvets

🌐 Website: www.evolvedvets.com

📸 Instagram: @drbeththevet

💼 LinkedIn: linkedin.com/in/bethany-weinheimer-a9047558

🎵 TikTok: https://www.tiktok.com/@drbeththevet

Dr. Bethany Weinheimer: Wow.

But, uh- That's impressive ... I always had multiple little businesses. I had pet [00:00:30] businesses going on. And so I didn't realize how wonderful it could be [00:00:35] to be impactful in your community in such a strong way and [00:00:40] create great jobs for people. Like, the, the joy that comes from that is over... Like, [00:00:45] just to look and be like, "I create great jobs for people in my community, and we [00:00:50] care for our community deeply, and we're a pillar in our community," and that, it's just, [00:00:55] you can't even describe what that feels like, and I didn't understand that till I got to do [00:01:00] it.

Hi, [00:01:15] friend. If you're new here, hit the follow so you don't miss what's ahead. And if you're ready to take this work

Dr. Bethany Weinheimer: Hello and welcome to the Evolved Vets podcast. I'm your host, Dr. [00:01:30] Bethany Weinheimer, and today we are here with Dr.

Like, you're making yourself, [00:01:55] um, go into uncomfortable situations to make yourself deeper and better, and that's always shown up [00:02:00] so authentic. And not only that, but you're an amazing mother, a grandmother, [00:02:05] and you run your own practice. Like, you just are, like, the champion of all. And you recently started your [00:02:10] veterinary MBA membership, and so the

So can you tell us a little bit about your journey?

Dr. Bethany Weinheimer: you will.

Like, [00:02:50] I for sure- Not a veterinarian. 100%- Plot twist ... yes, plot twist. 100%, I [00:02:55] wanted to be an obstetrician. I spent all of my life thinking about it. [00:03:00] In high school I started a pre-med club. In college I [00:03:05] was a pre-med student. I took my MCATs. I applied to medical school. Nothing ever crossed my [00:03:10] mind other than, "You are going to be an obstetrician."

Dr. Bethany Weinheimer: [00:03:35] Wow, that's so crazy. What was it about the interview? Were you, like, talking about animals [00:03:40]

I was a 4-H kid. I grew up as a 4-H kid. I raised seven [00:04:05] different kinds of animals. I showed them. I showed goats and rabbits all over the United States. [00:04:10] There was a point that I had over 100 rabbits that I showed all over.

Dr. Bethany Weinheimer: Wow.

Like, it was a very [00:04:35] logical question. I was oblivious to this. But I came home and I thought- I [00:04:40] know. It's, it's embarrassing now, but I thought, "I need to script an [00:04:45] answer to this question because people are gonna keep asking it, and I have more interviews to do." So I [00:04:50] sat down, and I literally put pen to paper, and I had the [00:04:55] strongest, like, lightning bolt moment, and I was like, "Why don't I want to be a veterinarian?"

Literally.

Christine Staten: And so the analytical me made [00:05:05] two papers, pro/con physician, pro/con veterinarian. [00:05:10] And it's almost embarrassing, because I think most vets I meet are like, "My puppy [00:05:15] died from parvo when I was five, and I knew from that moment on I wanted to be a vet," and I do not have that story.

Dr. Bethany Weinheimer: which is embarrassing.

And I [00:05:50] was married early. While I was applying to medical school, I was, uh, married, [00:05:55] and I knew I wanted to have a lot of kids, and I knew I wanted to have them early. And my s- my [00:06:00] husband was going to need to have a job, and to move from town to town with kids and job and family [00:06:05] not present wasn't an appealing thing.

Because, uh, after going that far, I thought, "If I get accepted and turn it [00:06:35] down, that's not..." I don't know that I would have if I had gotten acceptance. So [00:06:40] I was like, "Oh, I'll just apply to veterinary school." And then I was like, "Oh, I don't have enough coursework to do [00:06:45] that." I had to go back to college as a pregnant newlywed and take, [00:06:50] uh, classes, but it also allowed me to generate income, so I worked full time in labor and [00:06:55] delivery while I did that, and then, um, went to veterinary school.

Dr. Bethany Weinheimer: I do.

Christine Staten: Flexibility. Like, we can do a thousand [00:07:25] things with this degree, and do them tomorrow. Like, I could change my clinic tomorrow and [00:07:30] say, "We're a bird clinic," tomorrow.

Dr. Bethany Weinheimer: Yeah.

Christine Staten: And we are. That's actually

Dr. Bethany Weinheimer: so true.

Like, it's [00:07:45] insane, and that's why I think I'm so sad when I hear anyone sad in [00:07:50] this profession, because if you're sad, go do something else with your degree. Your degree is so [00:07:55] incredible.

Dr. Bethany Weinheimer: Yeah.

Christine Staten: And, and there's a thousand things you can do with it.

maybe make a pivot, right? There might be seasons where you [00:08:05] lean really deep into clinical practice, or a season where you start your own practice, or maybe a season where you [00:08:10] completely take a pause and- Yes ... focus on the family.

Christine Staten: Yes.

and see other people who could be mentors and [00:08:30] role models. They could say, like, "Oh, yeah, that person is doing conservation medicine in South [00:08:35] Africa."

Christine Staten: Right. "

Christine Staten: business." Exactly.

Dr. Bethany Weinheimer: I mean, that's pretty much what both of us did.

Christine Staten: Yes.

Dr. Bethany Weinheimer: Right?

So- Yeah ... yeah. You can't

Dr. Bethany Weinheimer: pivot that easily.

Dr. Bethany Weinheimer: I [00:09:15] completely agree. So flexibility. Is there anything else that you'd add to the list?

At nine years old, I had like, it's so funny now, [00:09:35] but I had full babysitting gigs. Like, I was like-

Dr. Bethany Weinheimer: Wow.

I had pet businesses going on, and so I didn't [00:09:55] realize how wonderful it could be to be impactful in your community in such [00:10:00] a strong way and create great jobs for people. Like, the, the joy that [00:10:05] comes from that is over- Like, just to look and be like, "I create great jobs for people in [00:10:10] my community, and we care for our community deeply, and we're a pillar in our community," [00:10:15] and that It's just, you can't even describe what that feels like, and [00:10:20] I didn't understand that till I got to do it.

Dr. Bethany Weinheimer: Yeah, that's a very special bond.

Christine Staten: Yeah.

Christine Staten: Yeah, I took three years to take classes 'cause I went slowly 'cause I wanted to work, and I was ha- literally [00:10:35] had a baby during that time.

I missed T- Tucson, Arizona as my [00:11:00] home. I missed having family around, and joined a [00:11:05] solo ambulatory doctor. It was my vet growing up. She had been in practice 20 years. [00:11:10] Uh, she had no employees. I was her first employee.

Dr. Bethany Weinheimer: Wow.

Like, you get an associate, they buy in, [00:11:25] you phase out.

Dr. Bethany Weinheimer: Mm-hmm.

Dr. Bethany Weinheimer: [00:11:40] Wow.

Christine Staten: And then I bought in within three years.

Christine Staten: Yeah. And then we grew that practice. When I say we, I had [00:11:50] the best 50/50 business partner in the world, because she just backed up and said, "Do whatever you [00:11:55] want." I think she had maybe 5% input, and whenever she had input, [00:12:00] I valued it, even if she disagreed with something I wanted to do because it was so...

Like, [00:12:25] it is the dream of dreams for me. It's what I wanted it to look like.

Christine Staten: Yeah.

Like, what are the things that when you paint a picture of your ideal life, what are, [00:12:45] what are you living out today that you always wanted?

So stewardship is huge, and [00:13:05] creating our practice is everyone there, everyone knows they're a learner, a grower, a teacher, and a [00:13:10] trainer, and you do not work for me unless you wanna learn, grow, teach, and train. And so [00:13:15] we've created this very good environment where everyone wants to learn and grow and teach and [00:13:20] train, and that culture, it doesn't have to be in every practice, but it's one that's really important to [00:13:25] us.

Dr. Bethany Weinheimer: Hmm. That's [00:13:40] amazing. So I'm curious, you said that you were able to, when you first got out of vet school, [00:13:45] sign a contract that basically allowed a buy-in within or [00:13:50] ownership plan within five years.

Christine Staten: Well, we didn't know what we were doing. She'd never [00:14:05] had an associate. I'd never been an associate. So we got an attorney, [00:14:10] and I would suggest, in hindsight, nothing went wrong with it, but I think each party should have their own [00:14:15] attorney that talk and figure out a contract that makes the most sense, and there's a lot of [00:14:20] veterinary specific attorneys.

There wasn't venture capital out there buying practices. So if you wanna ... You either [00:14:45] closed your practice or you sold it to your associate n- in most cases. It was rare that there was [00:14:50] an outside buyer. At least, that was my understanding.

Dr. Bethany Weinheimer: I love it. Okay, great advice.

Dr. Bethany Weinheimer: When you think about stewardship and building a [00:15:00] culture around your hospital, what were like the foundational pieces that you brought [00:15:05] in to really set the stage for being able to not only you live out that [00:15:10] value of stewardship, but teach it to the people in your hospital as well?

So for the first 15 years of practice ownership, we were growing. We [00:15:20] were definitely growing and scaling, but we were doing it wrong most of the times, and I ... See, [00:15:25] when we talk about doing it wrong, I say we, like, but it was me. Um, my [00:15:30] first five associates, I either fired or quit within a year. Like, I was [00:15:35] not good.

I ... It took me five to realize I was the common denominator, right?

Christine Staten: I hit every pothole, every, uh, speed bump. I did [00:15:45] everything wrong. I didn't know how to be a good leader. I didn't know how to be a good manager. [00:15:50] Very different skills, leader and manager. Didn't know that.

I was definitely not a good manager. And [00:16:15] so, I mean, I wasn't a horrible person. We were growing, but I, I did so many, much wrong. And [00:16:20] then it was when my, um, the other veterinarian actually retired 10 [00:16:25] years ago that I said Do we even have core values? Do we [00:16:30] have a vision and a mission statement? I don't even know where those are.

And I [00:16:55] got-- I actually went away and to a hotel room and locked myself up [00:17:00] for a few days and just got really deep into visionary work and [00:17:05] strategic planning in my own mind. Like, what do I want? This is mine now. What can I do [00:17:10] differently? And, and vision, mission, core values, I did it in isolation. [00:17:15] I didn't talk to my family, my friends, my team, and I don't know if that's the right way to do it, but for [00:17:20] me, it was the right way to do it.

Now I think I hear it. In fact, there was a lecture about it at this [00:17:45] conference that we're at. But I thought, "If I focus on my team [00:17:50] and the, the culture," I don't even know if culture was the word I ever thought [00:17:55] We can take care of pets better, we can take care of clients better, we can make more [00:18:00] money, we can be more efficient, we can be more impactful in our community.

Dr. Bethany Weinheimer: I love that. Sometimes the best [00:18:15] clarity comes from those moments where you just get really still and tune in to, like, what your [00:18:20] body wants. Strategic planning, really sitting down and kind of writing

Christine Staten: Yes ...

Can [00:18:45] things be done differently?" And often that comes from the isolation [00:18:50] part where you're just- Yes ... like getting within. Because sometimes the influence that we get from the [00:18:55] outside world can add on different layers that maybe it isn't true to [00:19:00] us. Yeah. And getting core to those authentic values is really the thing that kind of leads it [00:19:05] down the right path.

I love that- Yeah ... so much. What

I- The [00:19:35] CEO day is so important.

It helps me more to have this moment of silence and [00:20:05] reconnection with myself"?

[00:20:30] And I'm a Catholic that wakes up in the morning, and when I do this well, I don't [00:20:35] always, and if I start my morning by just quiet time with scripture, my day is [00:20:40] different. And I was like, "Wait, I should do that for my business. Start, find some [00:20:45] quiet time where I can really just be focused on what is [00:20:50] best for my business."

I just keep tons of Post-it notes, and they stick all over the walls. And I [00:21:20] do the tactical stuff, but I also do the sit on the balcony with a cup of [00:21:25] coffee and just think- Yeah ... and envision my practice, and [00:21:30] it's necessary.

Dr. Bethany Weinheimer: It is.

Christine Staten: Yeah.

enjoying your little cabin. Oh, that's beautiful. [00:21:40] I'm a little bit curious about the transition that you talk about with your teams. What was [00:21:45] that like going from the lack of core values and mission [00:21:50] to bringing your team along the journey of like, "Okay, we're gonna pivot. We're going to [00:21:55] really focus on new goals"?

Christine Staten: Yeah. Well, I can tell you that it's not comfortable, and you [00:22:15] lose a lot of people, and you're scared when you lose them, but you look back later and say [00:22:20] they were-- it was right for them to move to a different place.

Lots of people who've come [00:22:45] into my world and I've talked to have implemented this much better than I did because [00:22:50] I'm able to now teach how not to do it, which is- ... uh, tier-based [00:22:55] compensation. So performance-based compensation for your whole team. And [00:23:00] when I rolled that out, I knew self-motivated people [00:23:05] are going to love this.

Dr. Bethany Weinheimer: Mm.

Um, uh, I lost 20% of my team, uh, in a year. [00:23:30] And in hindsight, I think it was the right thing for us. It [00:23:35] started our path on learners, growers, teachers, trainers, and now when [00:23:40] people come to us to-- during interviewing, we explain to them our [00:23:45] compensation, and if they don't like it, great. I'm attracting self-motivated [00:23:50] people who wanna learn and grow, and I'm most importantly [00:23:55] Detracting, the ones that don't wanna do that.

It's about helping your team [00:24:25] manage through those, which I've had to learn a whole lot better. [00:24:30] But that's where our culture started even though I didn't realize it, because we were [00:24:35] starting to say, "These people will enjoy being here. These people won't." And then we were [00:24:40] able to grow on that and bring out, "Hey, guys.

But we have them fill out a survey, [00:25:10] and, uh, then we use that to guide us for strategic planning. And some of it's [00:25:15] multiple choice, but most of it is very open-ended, and they are [00:25:20] brutally honest in a very good way. And I think honestly because they're brutally [00:25:25] honest, we've created a good culture because they know that we're not gonna punish them for [00:25:30] saying- Mm

Dr. Bethany Weinheimer: Yeah. It sounds like it's [00:25:40] created the, the 17-page survey has created a really great environment for psychological [00:25:45] safety. So they, they feel safe enough to tell you the truth of what they're [00:25:50] thinking and how they're feeling- Yes

Christine Staten: They're so [00:26:05] empowered. They're so empowered, and having an engaged and empowered team, there's [00:26:10] so much data on enga- team engagement out there that's ridiculous.

It's because you know the problem better than anybody. You've [00:26:45] troubleshooted it what do you think we should do to solve it? And almost always their [00:26:50] solution is what we go with. So that's one of our communication channels in our clinic. We call it our [00:26:55] PAWS form. It's problems and workable solutions. And they know...[00:27:00]

Here's all the [00:27:20] information I know about it, and here's the solution."

Dr. Bethany Weinheimer: Wow.

Dr. Bethany Weinheimer: Like- And that's- ... I can

Dr. Bethany Weinheimer: Yeah. That's kind of beautiful though, because- Yeah ... what you've done is you've created a [00:27:45] system that they can go back to. Yes. And it's easy to remember. Yeah. It's step by step. Yeah. [00:27:50] And then they are empowered to say, like, "What are the potential solutions?" They get into this creator [00:27:55] mindset instead of victim mindset, where- Yes

And how can I show up?" Absolutely. And I bet that saves you guys a lot of [00:28:15] time

Dr. Bethany Weinheimer: Nothing. I've [00:28:30] seen that so many times.

So that was the old. The new is, this is a real PAWS that came, [00:28:50] was, um... It came in and it said, "The anesthesia [00:28:55] machine number three, uh, seemed to be leaking when we were seeing this patient, [00:29:00] and so I changed it out, and then afterwards I troubleshooted it. I called the [00:29:05] anesthesia company," 'cause the 800 number's on the machine.

Dr. Bethany Weinheimer: Click [00:29:25] the link.

Christine Staten: Click the link, order.

Dr. Bethany Weinheimer: Yeah.

Dr. Bethany Weinheimer: Perfect. Yeah. Oh my gosh. That's amazing. So can I ask, [00:29:45] how would it, how would it, um, play out, the pause system, with, uh, Sally and Joey, [00:29:50] like gossiping- Yeah

or something?

Dr. Bethany Weinheimer: Wow

And they'll say things like, [00:30:35] "I will show up for work on time fed and ready to work." [00:30:40] Fed is really important, right? And our team helped grow this co- uh, [00:30:45] develop this. And the... I'm going off your- off topic from your question.

The

And [00:31:15] if everyone was doing it, it would be perfect." Mm. And that's where [00:31:20] it came up. Somebody said, "Well, half the people come in and go to the lounge and make their [00:31:25] breakfast, and the other half of us get started, and it kind of is [00:31:30] hard because I don't think they're trying to, to be mean, but we're kind [00:31:35] of feeling a little resentful, those of us that are going straight to work."

And we called it our culture [00:32:00] contract, and, uh, there's a part in it about what gossip is. [00:32:05] Hmm. So we describe it. In my clinic, what gossip is, is taking a [00:32:10] problem or a concern to anyone who can't solve it It's that simple. And [00:32:15] we also have another part in there that says that y- we are not allowed to speak negatively [00:32:20] about any person who works here, any client, any patient, any other [00:32:25] practice, any other doctor, any other human or pet in the world.

And they're like, "No, I totally-- You're right. You're right." And it's that simple.

Christine Staten: So my whole team-- And if your listeners want our culture contract template, they can have [00:33:00] that, too. Just reach out to me, you can just have it. I think you should change it for your practice a little, but [00:33:05] it's a great framework to start.

And so sometimes I'll [00:33:30] never hear about it. If I hear, "We don't do that here"- It is literally the [00:33:35] happiest thing in my life

Dr. Bethany Weinheimer: Music to your ears.

Um, this is what concerns me [00:33:50] that it was happening. Um, and, and the solution is I think you need to talk to them about the [00:33:55] culture contract." Great, because it also says in gossip, the, our [00:34:00] gossip claw, or, or statement says that if you hear, [00:34:05] if it's being given to you, I don't know the exact words, if it's being given to you, you must shut it [00:34:10] down and tell them the appropriate pathway.

Dr. Bethany Weinheimer: Yeah. That's, it's, like, such a beautiful [00:34:30] pathway. Um, I talk about the same thing. I've done 3BQ, which is a [00:34:35] three vital question certified coach, uh, since like, I don't know, 2019 or so. And [00:34:40] part of it talks about this exact example where you challenge someone to say, "Hey, I don't [00:34:45] think I'm the person to be talking to about this.

Christine Staten: Yeah. Yeah. I

Dr. Bethany Weinheimer: love it.

It's a safer place to be. [00:35:30] Psychological safety, which is a word I didn't know even when we were creating it, is, [00:35:35] um, a big part of our culture because of it. Oh,

Dr. Bethany Weinheimer: that's-

Christine Staten: Yeah ...

Yeah. There's probably a mix of emotions that we [00:36:10] usually see from our members, but what advice do you have for people in that world before [00:36:15] making and committing to that decision?

Dr. Bethany Weinheimer: Just commit.

[00:36:30] Like, and in the US, the tax code is so favorable to small [00:36:35] businesses that, um, the amount of [00:36:40] benefit financially from the tax code if you have a great tax strategist [00:36:45] legally is insane. Like, it's just, it's a no-brainer from the [00:36:50] financial perspective. From the energy, [00:36:55] emotional perspective, you've gotta be prepared for it and prepared to like it every [00:37:00] day, and to choose to like it every day.

You have to remind yourself of that, and then you're [00:37:30] like, "All right, what challenges do I have to have today? Because I'm gonna have challenges [00:37:35] today." So I think the, the fear part, [00:37:40] if it's fear of failure, forget that. 99.7%, I think, of [00:37:45] practices, veterinary practices survive, so, or are successful. Like, insane.

That's not a [00:38:25] realistic boundary as a practice owner. I'm not saying it's gonna consume your life, but for me, [00:38:30] the peace came by saying, "I don't have to try to [00:38:35] balance everything. I just have to find joy in everything, and this practice gives me [00:38:40] the flexibility to do whatever I need to in my personal and professional life."[00:38:45]

Because for me, [00:39:20] what does that even mean, right? Yeah. And I know what people mean by it, [00:39:25] but when they actually are thinking about the, the line in the sand, why are, [00:39:30] why are we making something that we probably can't keep? Because if our happiness depends [00:39:35] on attaining it, and it's not really attainable, then we're never happy.

Dr. Bethany Weinheimer: Right. Yeah.

Dr. Bethany Weinheimer: Yeah.

Dr. Bethany Weinheimer: I absolutely love this answer 'cause this is exactly what we lean [00:40:10] into at The Evolve vets. It's this combination of like, if you're living in accordance with your authentic [00:40:15] values at work and at home, then maybe there's this merge. And when you're living in [00:40:20] flow and you're connected to the things that light you up and make you excited, and you're practicing [00:40:25] gratitude and prioritizing yourself, then maybe it does look like, you know, filling out, [00:40:30] um, customer calls or calling people back on a Sunday.

Yeah. And then I was able to show back up to [00:40:55] the conference restored. It, um, tapped into my authentic value of [00:41:00] adventure, which is like, okay, going, going somewhere new. Um, but then when I show up to the conference, [00:41:05] I'm able to connect with people more deeply because I took that half a day off to rest and [00:41:10] relax.

and also being vibrant and [00:41:35] excited and like enjoying the places that you travel to as well. Yes. So for me- [00:41:40] I love it ... like the adventure source is like part conference, part innovation, part meeting people [00:41:45] and getting to know people, but also part relaxing- Yes ... in the amazing place that I'm in.

Yes. And I totally get when people say they need [00:41:55] boundaries and they need work-life balance. I understand what they mean by that [00:42:00] I just think some people dive so hard into the hard line that they [00:42:05] feel guilt if they cross it one way or the other, and that [00:42:10] isn't peace. Like, that isn't internal peace that I have found by [00:42:15] saying, "It's okay."

Dr. Bethany Weinheimer: Me too.

Christine Staten: They... Yes. Is

Christine Staten: It's data collection. Like, I wanna know.

Dr. Bethany Weinheimer: I wanna

Christine Staten: know

Dr. Bethany Weinheimer: everything.

This person actually took the time to tell me. I, even if they're [00:42:50] yelling and mad and cussing, they're telling me. They care about my business in enough of a [00:42:55] way to do this. So I don't care where I am. If there's an upset client, I wanna call [00:43:00] them faster rather than slower-

Dr. Bethany Weinheimer: Mm-hmm ...

And, um, I've called a lot of upset clients from hotel rooms, and it's actually a great place to [00:43:10] call them from because I'm just alone with them- Yeah ... and I'm not in my business. And I, [00:43:15] and my team knows, first of all, we did a lot of training on deescalating, so [00:43:20] most things never get to me.

Dr. Bethany Weinheimer: Right.

There's certain stuff like everyone has a $50 [00:43:30] rule. If, if, if there's a problem over $50, anyone in the clinic can just fix [00:43:35] it. Yeah. Just fi- and it's on them. Like, so I love that. The receptionists have a lot of power there. If the [00:43:40] person's being mean to them, they're not gonna give them a benefit. But if the person [00:43:45] isn't, and you know, and they're nicer or they're, they're upset and they, they might have some validity, which most [00:43:50] people, I think 80% of the people that are upset, we had a communication error with.

Dr. Bethany Weinheimer: Yeah.

Dr. Bethany Weinheimer: Right. Yeah. No, I live my life the same way, and that's how I've found the [00:44:10] most balance and harmony- Yes

to do things, which is amazing. For sure. [00:44:30] So can you tell us a little bit about what it was like being a mom as [00:44:35] you're, you know, going through vet school, applying to vet school, graduating, [00:44:40] starting your own practice and, you know, buying into a practice? What was that like, and were there [00:44:45] moments that you felt maybe challenged or tested?

Christine Staten: Yeah. I [00:44:55] am glad that social media didn't exist when I was a young mom because there [00:45:00] weren't a lot of people to make me feel guilty for my decisions, and I think [00:45:05] now it's really hard. The universe is watching you and doesn't know [00:45:10] you and is gonna give opinions that, that maybe get into your head.

Like, I don't really know how this is gonna play out. [00:45:45] I don't know what I can invest. I don't know." And we were, it was a very comfortable [00:45:50] conversation. And she basically said, "Listen, I've crunched the numbers, and this [00:45:55] is gonna make people panic. But she said, "I think I can offer you a straight [00:46:00] salary of $30,000."

She was gonna work Monday through Thursday, which she'd never had a day off in 20 years, [00:46:30] and we were gonna share the truck. That way she didn't have to invest in a new truck, and [00:46:35] I was gonna take call, because we're 24/7, call four nights. So I'd [00:46:40] pick up the truck from her on Thursday night, and I'd give it back to her Monday morning.

Dr. Bethany Weinheimer: Yeah, yeah.

You know, it was easier [00:47:35] for me to slide in 'cause they'd say, "Of course you can see Dr. Page on Thursday, but if you would like [00:47:40] a Saturday appointment, you can see the new doctor." And a lot of people would [00:47:45] grab me on the weekends because it was more convenient. Most people worked Monday through Friday.

Now, I did that, [00:48:10] uh, very quickly I added... We got another truck 'cause she was like, "Oh, yeah, you can generate [00:48:15] revenue." And I was like, "Yeah." So then I started working the two flank [00:48:20] days, so I started working Mondays and Thursdays. So my days off were Tuesday, Wednesday. Now, [00:48:25] what this did for me, I did this for 15 years I never saw my son play football.[00:48:30]

I don't care.

Dr. Bethany Weinheimer: Yeah.

Dr. Bethany Weinheimer: Aw.

Like, he didn't need me there. And what's really cool is [00:49:20] I, I now have adult children who are incredible human [00:49:25] beings, who now I can look back and go, "Okay, phew." They turned out okay. Like, they did turn out okay. [00:49:30] Like, that one conversation with one individual really threw me and it made me [00:49:35] question everything.

Like, I, I continued for years to think, "Is this okay? [00:50:00] Should I not do this?" And now I have these adult children. I have five children. [00:50:05] One's 17, so she's still at home. She's incredible. But my four adult children [00:50:10] are huge... They're impactful in their community. They're good human beings. They're [00:50:15] contributing to the world.

Like, for me, f- car time became very intentional. I, [00:50:45] anytime I was in the car with my kids, there was a time that my kids went to four different schools, [00:50:50] and we had no buses. They all went to different... It was crazy. I don't know how we dealt with that. But we did, and we [00:50:55] drove them to all of them, and they were also in events.

Dr. Bethany Weinheimer: Yeah.

Christine Staten: That's a long answer, sorry.

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So come join me so we can bring you back to life.

Yes. Probably people everywhere, right? Right. So when I think about like things [00:52:30] that get me through the guilt, it's getting to a place where I'm at peace, [00:52:35] like and I'm so aligned with saying no or yes to something-

Christine Staten: Yeah ...

Christine Staten: Yeah.

Christine Staten: I'm a spiritual person, and I think prayer has been a central part of my life, [00:53:00] and that has been helpful. I think living in a town where all of [00:53:05] our extended family lived meant that my kids were so supported [00:53:10] and loved and passed around and fought for, uh, "Oh, can they spend the night?

Here's another one for- Yeah ... y'all to play with." [00:53:45] And for me, that, it worked. I don't know. I think [00:53:50] at 15 years in, I did back off weekends. By then I figured out how to [00:53:55] hire associates that liked being there and I felt, you know, how to take care of them appropriately. Now we call it [00:54:00] mentorship. Back then I just figured out we have to do something differently.

Dr. Bethany Weinheimer: It is.

So people came in and out of our house all the time. My [00:54:30] kids' friends were always over. We made the house where the kids wanted to be, which was [00:54:35] nice I, um, feel bad that I didn't have more [00:54:40] guilt. A little bit. I'm guilty that I didn't have more guilt. Um, I knew I [00:54:45] was building a life. I knew that I was happy, and if I could be happy, I'd be a [00:54:50] better mom.

Dr. Bethany Weinheimer: Mm.

Dr. Bethany Weinheimer: Oh, I love that book.

Christine Staten: It's so good.

Dr. Bethany Weinheimer: I've read it

Christine Staten: several

Dr. Bethany Weinheimer: times.

I can do that." Yeah. "I can do that easily. I just have to be very purposeful with [00:55:35] it." And it then reminded you, you have 168 hours. So I'm like, "Okay, I have [00:55:40] 168 hours. If I'm working for 60 and I'm sleeping for [00:55:45] 50, I still got 58 hours. What am I doing with that 58 [00:55:50] hours? I can be really purposeful with my children in 58 hours."

She's so emotionally secure, like secure attachment. She's [00:56:15] curious and safe and, you know, like it's just created this, like, very [00:56:20] beautiful way of, like, seeing a mom and her kid interact, and I think it's [00:56:25] because she gets home, she puts her phone away, and she's like, "All right, we're gonna play with our toys."

Christine Staten: And it doesn't mean that all 58 hours I have to be [00:56:40] intentional with my kids. Like, that would make me crazy.

Dr. Bethany Weinheimer: Yeah, exactly.

Dr. Bethany Weinheimer: Yeah,

So I, so I wanna watch that with my parents. Like, that was a good thing. So I'm not saying [00:57:15] You have to like tr- do nothing else in your life. If you've got hobbies, do [00:57:20] hobbies. If, but plan those into your life and you have more than enough time to [00:57:25] do all the things that you want and be a really good parent.

Maybe we won't be liked. There can be, um, maybe people pleasing [00:57:55] tendencies where we don't have the conversation because we wanna keep the peace, but in reality, maybe that builds [00:58:00] resentment or we're not giving and honoring the other person on the other side. We're not giving them the [00:58:05] opportunity to grow because we're not having that conversation.

Christine Staten: Yeah. So in terms of practical [00:58:25] things that we do now in our clinic, I think let's back up though and say [00:58:30] If you're at a clinic and you see a manager bring somebody in the office [00:58:35] and close the door, immediately the vibe in the whole practice [00:58:40] changes.

And one of them was at my clinic, I [00:59:05] was the manager and leader and all the things I shouldn't have been [00:59:10] trying to do myself, but I was for a while. And I came in [00:59:15] one day in plainclothes, 'cause I wore scrubs when I was at work. On my day off, I came in in [00:59:20] plainclothes, and someone said to me, "I hate when you come in [00:59:25] plainclothes 'cause I'm always wondering if it's me that's getting fired."

Dr. Bethany Weinheimer: Oh.

Dr. Bethany Weinheimer: Oh, so

Christine Staten: they,

Dr. Bethany Weinheimer: like, they knew ...

Christine Staten: this is valid.

Dr. Bethany Weinheimer: Yeah.

It had always become a problem [01:00:00] at some point. So we weren't good at onboarding or orienting them either. [01:00:05] So I realized that was kind of a hit like, "Oof, this [01:00:10] is not good." So that was feedback for me that, that was very helpful. [01:00:15] Now, in our practice, one thing we do is, and I have a whole org board and managers and [01:00:20] middle managers, and everybody has, um, a set amount of people that are, I'm [01:00:25] gonna say under them because that's the way I...

[01:00:50] And so anyone who manages any human, they're responsible to meet with them [01:00:55] quarterly for a one-on-one. So they write down everyone they manage, which might be five [01:01:00] people. It really shouldn't be more than five, but I do have a, a manager right now who's managing, like, [01:01:05] 17 people 'cause she's my small animal manager, and she's gonna get some middle management herself.[01:01:10]

They're five minutes. How are things going? Is there anything I can do to support you? Um, [01:01:35] how are you doing in your own career here? Is there anything that you wanna learn? Are there any [01:01:40] areas that you feel like you need more training in? Are there things you don't like doing that we can [01:01:45] help you? Are there thin- conversations with clients that you feel uncomfortable with that we can fix?[01:01:50]

So feedback becomes... That [01:02:15] part has changed dramatically, and we, we stop think-- Our [01:02:20] culture contract has really changed how we do feedback because we literally bring them [01:02:25] in and say, "Can you read number eight? Hey, let's talk about this morning. [01:02:30] That's not like you, and it really is impactful [01:02:35] for..." Or, you know, impacting our culture in a negative way because of this.

You need to [01:03:10] address this," becomes like, "Oh, thank you. Let's talk about this. How can we [01:03:15] fix this?" When that conversation is like that feedback becomes a whole lot easier. [01:03:20]

I think [01:03:30] sometimes when we hear the word feedback, our brain automatically jumps to fight or flight. Like, "Oh, [01:03:35] no, feedback, feedback, this is scary." But sometimes it's okay if we [01:03:40] kinda recalibrate the meaning of that word and how we use it. And if we start to use it as [01:03:45] like, "Hey, here's some positive feedback.

Here's some constructive feedback." But we're all growing and learning.

Christine Staten: Yes.

Has it always been that way, or has it been, uh... You know, for [01:04:05] me, younger in my leadership journey, feedback was really hard. Yes. And I would take it very personally, and it was hard [01:04:10] for me to be very open-minded and curious. So I'm wondering, did you have a similar [01:04:15] path, or how did you get to this place of deep curiosity and just [01:04:20] saying like, "Thank you for sharing.

It hurts a little bit, but let's dive in."

And I, [01:04:45] again, struggled with that. Like j- like most people, you give something up, and then you just take [01:04:50] it back. You're like, "Actually, I'm just gonna do that. It's easier." Uh, I, I call it the dishwasher thing- ... because [01:04:55] my husband says, like, I- when he, all our kids were little, and they're, it's their turn [01:05:00] to load the dishwasher, and he's loading the dishwasher.

And he's like, "Yeah, I just load the dishwasher." And I get [01:05:25] that, and I use that analogy myself to say, "Okay, you've [01:05:30] gotta relinquish control. Know that they're gonna do it differently than you. [01:05:35] Sometimes it's gonna be better, but sometimes it isn't gonna be like you [01:05:40] wanted and maybe not as good as you wanted or feel like it should be.

Dr. Bethany Weinheimer: Yes.

But [01:06:20] once I started doing that, then feedback became easier because I'm like, "They care-" [01:06:25]

Dr. Bethany Weinheimer: Mm. "...

So then once that's there and I trust them, now their [01:06:55] feedback becomes super valuable. And a big one happened several [01:07:00] years ago. Gosh, I think it's been like six years ago. I was at a conference, and my [01:07:05] C- she's now-- I-- She is my COO. Sh- I changed her to that title this [01:07:10] year because the clinic can operate without me.

And she said, "I'll tell you all about it later, but I'm [01:07:35] gonna offer her a position." And I was like, "Can I have just a little more information? We don't [01:07:40] need a vet right now." And she shared with me that this vet had reached [01:07:45] out, and I had emailed her back and said, "Sorry, we don't have a position," and she was moving to, [01:07:50] uh, Tucson.

My manager was there, took her on a tour, said, "We're [01:08:15] hiring her." And I was like- I love

Dr. Bethany Weinheimer: this story ... "

And she said, "Here's the deal. There's only [01:08:40] 12 practices in town. She's gonna work at one of them. It's gonna be ours, or it's gonna be [01:08:45] another practice that's l- literally our competitor. She's gonna [01:08:50] work for us, and we're gonna figure out a way to fill her schedule." And I was like, "I love you because you know my [01:08:55] vision, my mission, my core values, and you know she's a good fit."

Dr. Bethany Weinheimer: Oh.

Christine Staten: And I wasn't involved. That's

Dr. Bethany Weinheimer: so beautiful.

Christine Staten: Yeah.

Dr. Bethany Weinheimer: Oh-

Christine Staten: So- ... I

Christine Staten: Yes. So it's off feedback, but the trust becomes so much more important. [01:09:10] Once you have trust and a culture of trust, then feedback becomes thank [01:09:15] you. That's the angry client, you know, that's giving you feedback.

And [01:09:45] what was your experience, and how can, how can I change something so that [01:09:50] somebody else doesn't have that experience-

Dr. Bethany Weinheimer: I completely- ... moving

Christine Staten: forward?

Like, if you can go through that journey, my steps were the same actually, like [01:10:05] the delegation and the release, and then, you know, like slowly building [01:10:10] trust over time. Like, it was very much that same pathway. [01:10:15] And when you get to this place at the end where you look back and you're like, "Wow, [01:10:20] they're doing it.

For sure. I think both ways, right? Yes. Whether it's the 17-page document that- Yes ... your team [01:10:45] fills out, like, they have to trust you enough that you're gonna follow through.

Christine Staten: Yes.

Christine Staten: Yeah.

Dr. Bethany Weinheimer: It's such a two-way street.

Christine Staten: Absolutely.

And we might say, like, "Okay, I'm safe to trust the people on my team. Like, [01:11:15] I've outlined clear expectations. We're on the same path. We've agreed to the same contract. Can [01:11:20] I let go a little bit and just say, 'All right, you know, go run with it.'" Yes. "Like, let's [01:11:25] see what happens. You know, check in with me if you need help or advice, and let's brainstorm as partners.

How [01:11:45] do you receive the feedback?"

Christine Staten: Yeah.

You don't have to [01:12:05] defend. You can just like sit with the feedback." Yes. And that's part of the journey, right? Like, [01:12:10] that's one step of growth.

Christine Staten: Right.

For

Christine Staten: sure.

Christine Staten: Still is.

Dr. Bethany Weinheimer: And it sounds like your path- Yeah ... has been very similar.

I would've said no. And the difference [01:12:40] is trust, and trust that they understand the vision. So but [01:12:45] also my manager had to trust me to know me well enough and [01:12:50] to know that I was okay because my first thought was, like maybe a little, [01:12:55] "Hmm, that might be a little bold." You know?

Dr. Bethany Weinheimer: Yeah, yeah.

Christine Staten: But then you're like, "No, no.

They just kind of go through the steps. If we're doing it on paper, they're writing on the paper, they're [01:13:25] writing on the back of the paper. It's, um, it's a lot. Yeah. I [01:13:30] cannot still to this day sit through and read every one of them. I, emotionally.

Christine Staten: I have to take breaks. I start to feel deep either upset or anger at [01:13:40] times, and I have to back up and think a lot about it.

Dr. Bethany Weinheimer: Yeah, you're probably gonna get some.

But you are like, "Ugh, [01:14:35] she should-- Like this is ridiculous. She-- Does she even know how good it is to work here?" Like that, [01:14:40] those thoughts come, and you asked for the negative, and you're reading tone [01:14:45] differently, and I feel like... And then I have to take a break and back up and say, [01:14:50] "Okay, I'm literally gonna go for a walk."

So I can do that or I can take a walk down my road, which is just [01:15:15] beautiful, and just get right with my thoughts, which you could help me so [01:15:20] much with, because I'm sure there's better techniques that I... Or techniques I could [01:15:25] implement that would make that even easier and more effective and say, "Okay, she [01:15:30] doesn't hate working here.

Dr. Bethany Weinheimer: Yeah.

This has to be improved." And how you write it makes me add a tone [01:16:00] that's probably even worse. So I, I think it is still hard for me, and I [01:16:05] think there is a lot of internal stuff that I have to [01:16:10] get better at still. But ultimately, every [01:16:15] single person puts their name on it, and the name is optional, and [01:16:20] that means I have a great culture.

Wow. That's so

Dr. Bethany Weinheimer: cool. So

If people didn't put their names, I wouldn't know who it was. But [01:16:40] name is optional, and we tell them, "We really like your name on it because a lot of times we want some [01:16:45] clarification and we want your help implementing stuff." And a couple [01:16:50] years ago, five tech, small animal techs didn't put their name, and I said, [01:16:55] "Our first order of business is to figure out why they didn't put their names."

Dr. Bethany Weinheimer: Wow.

So there's a lot of little things that you feel like, like you ask them, "If [01:17:25] this place could be the best place that you ever worked and you loved driving to work [01:17:30] here every day," that's literally a question, "what would we be doing differently?" [01:17:35] And you brace for the answers 'cause you're like, "I probably can't do it."

Dr. Bethany Weinheimer: Yeah. And you're like- Like a [01:17:45] $75 espresso machine? Great ... "

So we s- paused after going through, [01:18:05] during our lunch break, and we got on Amazon, and we ordered all the things that are gonna [01:18:10] make their life easier, knowing those things are gonna show up before we get back, [01:18:15] knowing that there is gonna be a message sent. We are [01:18:20] caring about what you say. We are buying all the things, because [01:18:25] that's logical.

Dr. Bethany Weinheimer: probably forget it, too. Right. [01:18:35] After you leave- Right, after you leave ... there's probably, like, all the patients- Right, right

Christine Staten: Right. So we sent that. They got an Amazon order while we're still at [01:18:45] strategic planning, and the story is that they said the... They're like, "Why do we have [01:18:50] this big garbage can?" And it was a doctor that recommended it, and she's like, "Oh my gosh, that's for the [01:18:55] bathroom."

Dr. Bethany Weinheimer: is literally

Christine Staten: so

Dr. Bethany Weinheimer: funny ...

And there were a couple things on those, too, that said that we wanted to follow [01:19:25] up, and we said, "Hey, there were a couple things we wanted to follow up on. If these were your ideas, could you [01:19:30] please come talk with us? Because we love that problem that you found, and we'd love [01:19:35] to find a solution, and, and what you're bringing up, we have a lot of questions around."

Dr. Bethany Weinheimer: Oh, [01:19:45] I love that.

Christine Staten: Yeah.

Dr. Bethany Weinheimer: That's literally

Dr. Bethany Weinheimer: Mm.

Dr. Bethany Weinheimer: Yeah, they were scared. Yeah. But you guys resolved that. Yeah. So that's, oh, [01:20:05] that's such a beautiful story. I love it. I also, um, I know that you have [01:20:10] a, like, daycare or work, a work center, or I guess a kids center at work for [01:20:15] people who are working shifts, right?

Christine Staten: Yeah. So we employ 55 people. Uh, one is a [01:20:25] male. That's my husband. He's the CFO. And I have a [01:20:30] lot of children. I actually have five children on earth. I have five children in heaven. Like, I was always [01:20:35] pregnant. So we wanna support families.

Or in half the cases, [01:21:05] their parents watched one kid but couldn't watch two. So [01:21:10] both of those problems existed, and I watched this over the years, and these were people that didn't wanna leave the workforce. [01:21:15] Many of them actually ha- found jobs in other industries [01:21:20] that could get paid more. And I know based on doing the math of vet med and our [01:21:25] ridiculous overhead, which is a whole 'nother conversation, that I couldn't [01:21:30] pay them enough.

Wouldn't that be fun?" [01:21:55] Ignoring it, thinking that's not ... That doesn't fit in the box of VetMedd. And then the [01:22:00] third part, which was most important, which was really taking control of, "Wait a minute, I [01:22:05] don't have to fit in the box of VetMedd." And COVID taught us that. Those of us that were [01:22:10] practice owners during COVID, those of us that were in VetMedd during COVID [01:22:15] realized that we could pivot our entire industry overnight.

Dr. Bethany Weinheimer: We made it up.

We changed how we worked internally. Every [01:22:40] system changed for us to be able to stay open and take care of patients and [01:22:45] clients. And, and then after it ended, a bunch of people went back to the old way, [01:22:50] like, completely. And I'm like, "Wait a minute." I was, like, empowered. [01:22:55] Like, we can do whatever we want, and we all don't [01:23:00] have to do the same thing.

Dr. Bethany Weinheimer: break?

I'm a large animal [01:23:20] vet. I'm like, "My whole life is open concept." Yes. And strangers, like, I'm doing [01:23:25] everything in front of owners and the strangers that wander up at a barn. I love open [01:23:30] concept in large animal. Why, why wouldn't it work in small? And then Veg showed us it [01:23:35] did work in small, and we're like, "What?"

Dr. Bethany Weinheimer: Exactly.

And the opportunity came for us when we [01:24:05] were doing an expansion, a physical expansion of our building and a big remodel. So we [01:24:10] closed our pet resort, our boarding facility, and turned it into non... [01:24:15] It and the yard, so that was the expansion part, into [01:24:20] non-client, non-patient spaces to free up client-patient spaces in the front [01:24:25] so that we can generate more revenue in pet areas, more exam rooms, [01:24:30] and, um, a larger treatment area.

It's a childcare facility, and it is free [01:24:55] daycare for anyone that works at the clinic. Part-time, full-time, doesn't matter. And it [01:25:00] has been open now over a year And it has been literally the [01:25:05] smoothest thing I have ever implemented in my practice. It's

Dr. Bethany Weinheimer: so

Dr. Bethany Weinheimer: If this episode is landing, the deeper work lives inside the Evolve Vets membership.[01:25:15]

Christine Staten: Who knows? Your [01:25:30] Evolve bestie might just be waiting.

and I was like, "This is magical," 'cause the, you ... I work in ER, so, [01:25:40] um, you often see veterinarians and veterinary staff leaving when they get to this [01:25:45] stage of life. But they want to still be in it. There's just [01:25:50] complicating factors on how.

Christine Staten: Yeah.

'Cause they couldn't [01:26:10] match the hours that were needed and required by their employer, or it just [01:26:15] got overwhelming to, like, pay for the cost of childcare. So it's, like, such a beautiful thing and really [01:26:20] an innovative spirit to prioritize childcare for the people- Yeah ... that work on your team. I love

Yeah. If some, if I find out that someone's family is larger because they work for me, I'm like, [01:26:30] "That's it. That's all I need in life."

Dr. Bethany Weinheimer: Win.

[01:26:45] So for, for me, that was my problem, that was my solution, but also it [01:26:50] has an ROI on it. So we were doing the expansion, and it's a third [01:26:55] of it, and the expansion cost $750,000. So that was $250,000 [01:27:00] of expansion, which isn't little bit of money. [01:27:05] But it, if you think of all the things, there's equity, there's tax strategy, there's [01:27:10] those rooms are available if I ever wanna turn them into something else if I, I own the building, so if [01:27:15] I sold the building, it's more square footage.

Well, actually one of them works at a preschool in the mornings, [01:27:45] and she works for us in the afternoon. They work split shifts because we can't cover them for lunch. [01:27:50] So one works 7:00 AM to 1:00 PM, and the other comes in at noon and leaves at [01:27:55] 6:00 PM. And if there's a lot of kids that day, then that, [01:28:00] the overlap gets a little more.

Dr. Bethany Weinheimer: Aw.

Dr. Bethany Weinheimer: Wow. That gave me the chills. That's a-

Christine Staten: Right? In one week-

Dr. Bethany Weinheimer: It's so incredible

Christine Staten: just by thinking outside

Dr. Bethany Weinheimer: the box

I paid,

Dr. Bethany Weinheimer: Wow. That's a, uh, that's a ... [01:29:15] It's incredible.

such a really [01:29:35] special part about entrepreneurship. And the immediate payoff.

Christine Staten: Immediate.

Christine Staten: Yeah ... "

"suddenly showing up full time and, like, ready to, [01:29:55] to be present in veterinary medicine again." Like, maybe the answer to sustainability in vet [01:30:00] med is just us being, I don't know, going against the grain a little bit.

I'm in memberships. I'm in masterminds. I'm in communities. [01:30:35] I go to events that have them, and these are people that say, "Why [01:30:40] not?" And that encourage you, and being next to other business owners and [01:30:45] entrepreneurs that get it is, is life-changing. My husband is the most [01:30:50] wonderful husband and father. He does not get it at all.

Dr. Bethany Weinheimer: Yes.

[01:31:25] Why, why aren't we doing this? What, what do I need to do to make this happen?" And that's been [01:31:30] transformative for me. It's why Veterinary MBA has done [01:31:35] so much, um, differently and grown the way it [01:31:40] has, is the why not.

And it ... If I can make some conclusions here- Yeah ... it sounds like it's paying off.

The o- it's all soft tissue. The only [01:32:25] thing that's gonna help you is for you to quit being a large animal veterinarian." [01:32:30] I love my job. There's not a day that I have not loved being a veterinarian. I mean that. [01:32:35] There- I can't think of a day. There are hard days, but there's not a day that I regretted this decision.

Okay." And I was holding this baby and I trying to put her... I was going to put her in a [01:33:05] crib, and my body physically could not lower her to the c- the pain was [01:33:10] so great, I couldn't physically lower her. And right then I went, "I [01:33:15] cannot continue to be a large animal veterinarian." And what does that look [01:33:20] like?

And I was like, [01:33:45] online, I'm gonna get this MBA. And I think that started to open my eyes [01:33:50] to possibilities and the why nots, and the value of [01:33:55] investing in yourself. I became a better leader. I became very [01:34:00] curious. I became a much better communicator. I t- I was able to take s- [01:34:05] electives, and I took leadership communication and, and I was like, "Oh, I'm really a poor [01:34:10] communicator.

And it even, like, saying it is almost embarrassing. And [01:34:40] that mastermind that I'm in, and I'm in other memberships, is, has transformed my [01:34:45] life, and ugh, paid me back in incredible ways.

Yeah. You know, 20, 30, 40- Yes ... 50, [01:35:00] $60,000- Yes. Right ... depending on what's going on- Sure ... all at the same time. But these moments where you're having to [01:35:05] choose like, okay, do I believe in myself enough? Am I worthy enough?

Christine Staten: Yes.

Yes. And that the universe, like, God [01:35:15] will reward that- Yes ... and that it will be this cycle, right? Yeah. And so it's beautiful when you take [01:35:20] those risks and you get to this place of like, okay, maybe, just maybe you going to the [01:35:25] MBA, investing time in yourself Taking that pause is what led you [01:35:30] to creating Veterinary MBA- 100%

Christine Staten: Yeah ...

Yes. Like, "Let's [01:35:50] see what's there." Because those moments of just saying like, "I'm worthy enough to be invested in"-

Christine Staten: Yes ...

Christine Staten: Yeah ...

Dr. Bethany Weinheimer: in the long

In the second week of my first class of my MBA, [01:36:10] I knew what I was gonna do with my degree, and I created [01:36:15] Veterinary MBA, the LLC for it, right then. [01:36:20] Wow. I didn't know exactly what it was gonna look like, but I knew that I had hit so many speed [01:36:25] bumps, so many potholes, I had done so much wrong, and I knew that I could [01:36:30] help other practice owners m- maybe miss a lot of those.

And how do I find a way [01:37:00] to share this with other practice owners? Yeah.

Christine Staten: Yeah. Well, it first started, so I wasn't [01:37:10] exactly sure. I just, when I was taking notes and try- when I was writing papers at 2:00 AM in the [01:37:15] morning as a 50-year-old woman while working 60 hours a week and running my practices, wonder- [01:37:20] questioning life-

So because I was in there, courses was the logical thing. And so over 18 [01:38:00] months after I got my MBA, every month I put out one or two [01:38:05] courses live. They were pain points, so if you have [01:38:10] this problem, here, let me talk about it. I'm gonna talk a lot about what I'm doing wrong, a lot about what's [01:38:15] working in my practice.

And I'm thinking, "Oh my gosh," I w- I was [01:38:45] creating what I wish I would've had those first 15 years, first 20 years [01:38:50] maybe. And I did that for about 18 months and was loving [01:38:55] it, and then I realized the part that was missing was [01:39:00] connection and community, and it took me about a year to realize that. And then [01:39:05] I said, "I need to get to more conferences with practice owners.

There were very few of them. Two, and I [01:39:35] thought, "Well, why not?" I, maybe I do a [01:39:40] conference. And so that's when I created a live conference, the first one, and it sold out in [01:39:45] two weeks, and, uh, two and a half weeks.

Dr. Bethany Weinheimer: Wow.

Christine Staten: And I'm like, "Oh."

Christine Staten: There's a need. And we had the first live conference, [01:39:55] and I launched the second conference, which was gonna be twice as big at that [01:40:00] conference last November 26 for our November...

So people still organically, if they have a pain point, they can go to the library and purchase [01:40:30] these master classes and workshops and programs, but the people in the membership [01:40:35] get access to all of them, and I think it's just a greater path to s- say, "Here's all the [01:40:40] stuff, and here's the community." And we're having a [01:40:45] phenomenal time in that community.

Dr. Bethany Weinheimer: Oh, I love that. Yeah. That's so beautiful. It's so great.

Christine Staten: Yeah.

Christine Staten: Yeah ...

Christine Staten: see

Dr. Bethany Weinheimer: where it goes.

Yeah.

Christine Staten: Right? Like most good things. I guess that's true. It started

Dr. Bethany Weinheimer: with a crisis.

Um, we have two [01:41:20] doctors that are pregnant in large animal, and they're gonna have an overlap, so, uh, in December I'm back as a full-time [01:41:25] veterinarian, which is, um, gonna be super fun for me- Aw ... to do for a month, and then my body's- Yeah ... [01:41:30] gonna say, "And we're done."

Dr. Bethany Weinheimer: Yeah. And time to take a break again.

Christine Staten: To... Yeah, let's go back.

I'm not here for that." And that has clearly been the [01:42:00] most transformational part, and it took me a long time to [01:42:05] acknowledge that. Because when I walked into the room and we're sitting in chairs [01:42:10] and we're learning stuff, and I'm taking notes, I'm like, "Yes, this is why I'm here." [01:42:15] And then I, we go to lunch, we walk in the room and there's yoga mats on the floor, and I was like, "Nope.

And we had to lay in the sand, [01:42:50] directly on the sand, and they did sound baths, uh, which I didn't know what they were [01:42:55] until we did them. And literally the first things in my mind are, "This is such a waste of my [01:43:00] time." And then I was like, "Oh, geez." The thoughts that flow, [01:43:05] the ideas that come to you when you just let your body release, I had [01:43:10] to be like, "Oh, okay, this was real, probably the most important part of this whole retreat."

Yeah. And so yeah, the sound baths are sometimes the things that bring forward [01:43:45] the best ideas- Right ... or the solitude that we were talking about earlier, too, which is amazing.

Christine Staten: Yes.

So the final question is if you could [01:44:00] give advice to any, you know, young female maybe aspiring leader or aspiring [01:44:05] veterinarian, you know, what advice would you give to her?

So I think that has been part of my journey, for sure. This [01:44:35] has been so fun. Yay. And I'm so grateful to have been invited [01:44:40] on. People can reach me just through my website, which is [01:44:45] veterinary-mba.com, and if you want the [01:44:50] PAWS form, if you want the culture contract, you can just reach out to me through that. [01:44:55] I also live on Instagram, which is [01:45:00] veterinary_mba, and you can DM me that way as well.

Let's evolve [01:45:30] together