The Certified Veterinary Leader (CVL) credential indicates that the holder has completed a structured leadership development program and demonstrated applied competence in core leadership behaviors relevant to veterinary professional environments.

The CVL credential:

• Focuses on leadership behaviors, communication, decision clarity, accountability, and professional responsibility

• Is awarded based on assessment, not attendance alone

• Does not confer clinical licensure, supervisory authority, employment status, or scope-of-practice privileges

• Does not replace or supersede existing certifications, licenses, or credentials

CVL is a professional development credential intended to support leadership effectiveness across veterinary roles.

No.

I don’t believe veterinary medicine is full of toxic people.
I believe it’s full of good people operating inside broken leadership systems.

I don’t try to heal the profession emotionally.
I retrain it structurally.

It’s clear leadership.

Clear expectations
Clear communication
Clear accountability
Clear systems

Clarity reduces drama better than toughness or niceness ever will.

Yes. And I define it correctly.

Psychological safety is not comfort.
It’s not avoiding hard conversations.
It’s not lowering standards.

It’s the ability to speak honestly, address issues early, and take responsibility without fear of humiliation.

That requires structure, not vibes.

While I talk about both, it’s important to define them so they don’t fall into “buzzword” categories.

Burnout is not a personal failure.
It’s a systems failure.

I don’t teach self-care as a solution to broken leadership.
I teach leaders how to stop creating conditions that burn people out in the first place.

I do however had resources if you are looking specifically for wellness and burnout recovery so - reach out and I’ll gladly point you in their direction!

Those are not separate lanes in my work.

Neurodiversity, inclusion, and belonging are leadership competencies, not initiatives.

I teach leaders how to:

• Build systems that reduce friction

• Communicate clearly across differences

• Stop mislabeling behavior as attitude

• Maintain accountability without exclusion

This benefits everyone, not just a subset of people.

Great question. Here's how we think about it:

Neither.

I don’t teach mindset in isolation.
I don’t do open-ended coaching without structure.

This work focuses on observable leadership behaviors, decision-making, communication, and systems that shape how people show up.

If behavior doesn’t change, nothing changes.

Here’s another way to think about it:

Executive Coaching (generic)

• Asks powerful questions, facilitates your thinking

• Process-focused (not content-driven)

• Often industry-agnostic

• Doesn't give advice or teach frameworks

1:1 Leadership Development (what we offer):

• Asks powerful questions AND teaches veterinary-specific frameworks

• Both process and content (facilitation + education)

• Veterinary medicine-specific

• Includes strategic thinking partnership, skill-building, accountability, and mentorship

We are not a passive facilitators. Here at LVT, we bring veterinary leadership expertise, proven frameworks, and real-world experience managing multi-site hospital operations. We work together to build your capability.

No.

Titles don’t matter.
Influence does.

If people look to you, rely on you, or follow your lead, this work applies to you.

No.

Everything I teach is designed for:

• Busy hospitals

• Limited time

• High pressure

• Emotional environments

If it can’t be used in a real veterinary setting, I don’t teach it.

Yes.

Leadership problems repeat across environments.
The systems adapt. The principles hold.

No.

My work is grounded in decades of leadership research and adapted specifically to veterinary medicine.

Trends fade.
Behavior change sticks.

Sometimes teams struggle.

But leaders shape the systems people operate inside.

That doesn’t mean everything is your fault.
It does mean you have influence.

This work asks leaders to own their role without taking on blame that isn’t theirs.

This work is not a fit if you:

• Want validation without change

• Believe leadership problems are caused by “people these days”

• Want someone else to fix your team

• Are unwilling to look at your own patterns

• Want leadership to feel easier without changing behavior

It’s about replacing:

• Guessing with clarity

• Avoidance with structure

• Burnout with shared responsibility

• Chaos with steady leadership

Leadership was never supposed to feel this heavy.

We’re here to fix what was missing.

It’s honest.

I don’t sugarcoat.
I don’t shame.
I don’t coddle.

Clarity can feel uncomfortable at first.
But it’s stabilizing long-term.