Hi friend,
How’s your week going so far?
This week, I published a blog post inspired by a question that has been following me around lately:How do people ever become known if they aren't first allowed to contribute?
The question surfaced in conversations about conference speaking, leadership development, belonging, and professional engagement.
We say we want new voices.
We say we want fresh ideas.
We say we want belonging.
Yet sometimes our systems seem designed for people who already know the rules, the people, and how to navigate the often unwritten pathways.
But here's the thing. Every expert was once a novice.
Every seasoned speaker gave their first presentation.
Every expert leader leaned into their first difficult conversation.
The more I think about it, the more I believe belonging is tested when someone unfamiliar enters the room and not when we welcome the people we already know.
If you've ever wondered why some voices seem to rise while others struggle to find the door, I think you'll enjoy this one.
Field Notes From This Week
🐇 Another Rabbit Hole
What started as a simple conversation about conference speaking has somehow turned into hours of research, spreadsheets, notes, and more browser tabs than I'd care to admit.
The deeper I go, the more I realize how difficult it can be for people to find opportunities that actually exist.
Not because nobody wants them involved.
Because nobody has clearly mapped the path.
While I might not know exactly where this rabbit hole leads, I do have a few short questions and I wonder if you'd be willing to answer them? It'll only take a moment.
If you've ever considered speaking, and either tried to or considered it but didn't pursue it, would you take a moment and fill out this short 3 question survey?
I'm trying to better understand the challenges you encounter so I can determine whether there's an opportunity to create something genuinely useful for others... or if this is just a resource I wind up using for myself (and the few friends who have already asked for it!)
Sneak Peek
Something New Is Coming...
The rabbit hole I've been exploring lately isn't just about speaking opportunities.
It's also about leadership.
More specifically, why so many veterinary leaders find themselves carrying enormous responsibility with very little support.
I spent years believing that being great at my job automatically meant I'd be great at leading people.
It didn't.
What changed everything wasn't working harder. It was learning a framework for navigating accountability, communication, conflict, expectations, and culture.
That framework eventually became CLARITY OS™.
And in a few weeks, I'll be opening enrollment for the first CLARITY OS™ Leadership Cohort.
If you're tired of leading from survival mode and want to be one of the first to hear the details, click below.
GET THE SNEAK PEEKFrom The Feed This Week
🔥 Stop Calling Them Working Managers
One of my stronger leadership opinions is that many organizations have normalized asking managers to do two jobs at the same time.
We call them "working managers."
But often what we really mean is that we've given someone responsibility for leadership while also expecting them to maintain a full workload somewhere else in the business.
Then we wonder why coaching, accountability, communication, culture, and development work keep falling to the bottom of the priority list.
Leadership requires time.
Not because leaders are special.
Because leadership itself is work.
This reel sparked a lot of thoughtful discussion, and judging by the comments, many leaders are feeling this tension every day.
What I Want You To Do This Week
Take a look around your team and ask yourself:
Who is trying to contribute but hasn’t quite found their place yet?
Maybe it’s the technician who always asks thoughtful questions.
Maybe it’s the CSR with ideas for improving client communication.
Maybe it’s the assistant who volunteers for projects but never seems to get the opportunity to lead one.
This week, instead of only focusing on your highest performers, spend some time investing in someone who hasn’t become known yet.
You might be surprised what happens when people feel invited to contribute.
Belonging is tested when someone unfamiliar enters the room.
Where Are You Getting Stuck?
Most leadership challenges are also clarity challenges.
We struggle to hold people accountable because we aren’t clear about expectations.
We struggle to delegate because we aren’t clear about ownership.
We struggle with culture because we aren’t clear about the behaviors we’re reinforcing.
The CLARITY Assessment helps you identify the leadership habits, blind spots, and patterns that may be keeping you stuck.
Talk soon,
Founder, Leading Veterinary Teams