I get a lot of questions from veterinary practices about team building. Often, after initial conversations with the practice owner or supervisor, traditional “team building” is not what I end up delivering. At least it’s not the only thing I end up delivering to help the team become stronger.

First, I learn more from the practice’s leadership about what they hope to improve following the team building event.  

How to Turn Veterinary Team Building into Lasting Change

Many veterinary practice owners, doctors, and supervisors want positive behavioral changes within their teams. However, they often overlook their own role in shaping the team's current dynamics. Leaders who fail to recognize this may seek a quick fix – a one-day team-building event promising to magically improve communication, attitudes, and performance.

But here's the truth: Sustainable change rarely comes from a quick fix.

Here’s why. At first, the team may see an increase in morale. Or, a few people may even grab drinks after work or friend each other on Facebook. But, after the team building event, everyone will return to the same culture, leadership, stresses, and biases. Generally, there is no lasting change. Even if the team does have some new outlook on how to operate or communicate, unless the culture changes, people return to the status quo.

Leadership Must Continue Beyond the Event.

I know this sounds pessimistic. However, I’ve seen this happen enough to know that without another catalyst, inspiration from the team building event are short-lived. For any changes to be sustained, there must also be a change in how the leader of the team operates.

If you want your team to engage in a team building event to improve performance, communication, or teamwork, here are 5 things you must do as a leader to ensure sustainable change following the event.

1. Solidify the Learning With a Post-Event Recap

Gather your team and facilitate an interactive discussion about the key takeaways from the team-building event. Encourage them to share what they learned, how their perspectives have shifted, and any "aha" moments they experienced. This collaborative recap not only reinforces the learning but also allows team members to gain new insights by seeing the experience through the eyes of others.

Create a visual representation (e.g., a whiteboard list or shared document) of the collective learnings and newfound perspectives. This serves as a tangible reminder of the team's growth and commitment to implementing positive change.

2. Chart a New Course Collectively

To begin any meaningful change, we need a picture of what the new destination looks like. How does it feel? What are the driving forces behind this change?

Your team must decide what needs to be different because of what they learned and why it’s worth working towards. Encourage them to reflect on the learnings from the team-building event and identify what needs to change within the practice. This collaborative approach ensures that everyone feels ownership and understands the purpose behind the journey ahead.

Together, articulate a clear vision for the future. This vision should outline the specific changes you want to achieve and the reasons why those changes matter. What will be better for each individual, the team, and the practice as a whole?

By defining a compelling and shared vision for change, you create a sense of purpose and motivation that will fuel the journey ahead.

3. Eliminate Obstacles and Clear a Path to Change

Your team needs to identify and address any roadblocks that could hinder their progress towards the desired vision. Sometimes, the leadership itself can be the biggest obstacle to change. Leaders must honestly assess their own actions and behaviors to determine if they are inadvertently impeding the team's progress.

For example, if the team wants to communicate more openly, but the leader consistently punishes those who speak up, change won't happen. If the team wants to be more client-focused, but the leader prioritizes paperwork and administrative tasks, change won't happen. If the team wants to innovate, but the leader believes ideas should only come from the top, change won't happen. And if the team wants to be more solution-oriented, but the leader insists on imposing their own solutions, well, you know the answer.

To empower your team to achieve their goals, it's essential to adopt a collaborative leadership style. This involves actively listening to your team's ideas, providing support and guidance, and fostering a culture of empowerment and innovation. By removing obstacles and creating a supportive environment, you pave the way for lasting change and continuous improvement.

4. Immediately Address Backward Steps

Your team will stumble; it's a natural part of the change process. Old habits and patterns are comfortable, and new behaviors take time and effort to solidify. As a leader, your role is to recognize and address any backward steps promptly, preventing them from derailing the overall progress.

Encourage open communication and mutual accountability within the team. Empower your team members to respectfully speak up when they observe behaviors that contradict the desired change. This shared responsibility creates a supportive environment where everyone is invested in the success of the team.

Remember, setbacks are not failures, but opportunities for learning and growth. By addressing them head-on, you can reinforce the importance of the change and create a more resilient and adaptable team.

5. Celebrate Victories and Reinforce Progress

Acknowledge and celebrate every step forward your team takes. Change is difficult, and achieving progress towards a shared vision is a significant accomplishment. When your team makes strides, let them know! Foster a culture of celebration and recognition.

These celebrations don't need to be extravagant. A simple acknowledgment, a team lunch, or a shout-out in a meeting can go a long way in reinforcing positive behaviors and maintaining momentum. By recognizing and rewarding progress, you create a sense of accomplishment and motivate your team to continue striving for success.

Remember, change is a journey, not a destination. It's essential to acknowledge both the setbacks and the victories along the way. By celebrating progress and reinforcing positive behaviors, you create a culture of continuous improvement and empower your team to achieve their goals.

Maintain Momentum and Create Culture of Continuous Improvement

Most teams struggle to implement lasting change. Research indicates that approximately 70% of organizational change initiatives fail. That's why it's crucial to celebrate even small victories along the way. When your team achieves progress, make it a big deal! Generate excitement and acknowledgment, reinforcing the fact that they've accomplished something challenging.

By celebrating wins, both big and small, you create a positive feedback loop that motivates your team to continue striving for improvement. This shared sense of accomplishment strengthens bonds, boosts morale, and fuels the momentum needed to sustain change over the long term. Remember, change is a marathon, not a sprint. By recognizing and celebrating progress, you empower your team to reach the finish line together.

Are you ready to transform your veterinary practice into a high-performing, change-ready team? Learn more about VetLead's membership and start your 7-day free trial today!

How do you approach team building in your practice? Share your experiences in the comments below.