In this episode of Choose People Love Pets, Brianna and Phoebe walk through exactly how they used AI-powered culture surveys to assess their hospital culture, identify blind spots, and—most importantly—turn anonymous feedback into real, trust-building change.

Rather than treating culture as a “gut feeling,” they share a practical, repeatable framework for measuring psychological safety, communication, leadership trust, and belonging—without overwhelming leaders or putting teams on the defensive.

This episode is a behind-the-scenes case study of what worked, what surprised them, and how intentional follow-through transformed feedback into action.

What we cover:

• Why anonymous culture surveys matter (and when they’re most effective)

• How AI helped identify trends without leaders spiraling emotionally

• The key culture pillars they measured:
  psychological safety, communication, leadership trust, belonging, and growth

• How to structure survey questions that lead to honest, useful feedback

• Turning survey data into clear priorities using AI

• Why breakout discussions matter more than “solving the problem”

• How small wins (like onboarding fixes and workflow clarity) build trust

• What “corporate feel” actually meant to the team—and how leadership responded

• Why follow-up surveys are the most important step in culture work

• How consistency (not perfection) builds long-term trust with your team

Key takeaway:

Listening is only half the work. Culture improves when teams see their feedback taken seriously, reflected back, and acted on—over time.

Resources mentioned:

• Culture survey template https://docs.google.com/forms/d/1ndXpVfv35AC1nteM4I-uO-Kr1v-bjYJJcreV_5fZD9M/template/preview

• Follow-up culture check survey https://docs.google.com/forms/d/1J_GoByxJ8Q5-jmixov72hnNnSinysMnf8wuZkULmkSg/template/preview

Reflection question for leaders:

If your team gave you honest feedback tomorrow, what would you do with it?

If you enjoyed this episode or have questions about implementing culture surveys in your hospital, send us your feedback—we’re listening.

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In this first episode of 2026, Dr. Brianna Armstrong sits down with Dr. Natalie Marks for a deeply honest conversation about identity, alignment, and intentional living. While Dr. Marks is widely known for her extraordinary career — spanning clinical practice, hospital ownership, national media, Fear Free leadership, and her current role as CEO of the Veterinary Angel Network — this episode goes beyond accomplishments and into the inner work behind them.

Together, Brianna and Natalie explore what it means to build a life that actually feels good, how to recognize when you’ve outgrown old versions of yourself, and why vulnerability, boundaries, and asking for help are essential leadership skills. This episode is an invitation to reflect, let go of what no longer serves you, and choose the “intentional yes” — in your career, relationships, and life.

If you’re feeling successful on paper but misaligned inside, this conversation is for you.

🧠 What We Talk About

• Finding your “why” and building a life around it

• Letting go of roles, identities, and expectations that no longer fit

• Why success without alignment leads to burnout

• Vulnerability as a leadership strength, not a weakness

• Learning how — and when — to ask for help

• Building real friendships and meaningful connection

• Creating boundaries that protect your energy and values

• Choosing the intentional yes instead of living by default

🎧 Why This Episode Matters

This conversation sets the tone for 2026:
Less hustle.
More intention.
More honesty.
More joy.

It’s about choosing people, choosing yourself, and choosing a life that aligns with who you are becoming — not who you used to be.

📣 Share This Episode

If this episode resonated with you and someone came to mind while listening, consider sharing it with them. Sometimes the most meaningful conversations are the ones we pass along.

👩‍⚕️ About Dr. Natalie Marks

Dr. Natalie Marks is one of the most accomplished veterinarians in the profession. She is a former hospital owner, nationally recognized award recipient, international media contributor, Fear Free leader, and CEO of the Veterinary Angel Network (VANE). Through her work, she continues to shape the future of veterinary medicine by supporting innovation, leadership, and intentional career paths.

Dr. Marks Linkedin https://www.linkedin.com/in/natalie-marks-schneiderman-dvm-cvj-ccfp-elite-ffcp-v-54b0429a/ VANE https://vane.vet

MI:RNA https://mirna-diagnostics.com/en

🔔 Stay Connected

If you enjoyed this episode, follow or subscribe to Choose People Love Pets so you don’t miss future conversations focused on people-first leadership, culture, and building careers — and lives — that truly matter.

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In this conversation, Brianna and Phoebe discuss the challenges of asking for help in the veterinary field, emphasizing the importance of creating a culture of support and psychological safety. They explore the reasons behind the hesitation to seek assistance, such as fear of burdening others and past negative experiences. The discussion includes practical strategies for encouraging help-seeking behavior, recognizing signs of overwhelm, and the role of leadership in fostering a supportive environment. The conversation concludes with a focus on the benefits of collaboration and the need to normalize asking for help to combat burnout and improve patient care.

Takeaways

• Asking for help is essential for mental health.
• Hesitation to ask for help often leads to burnout.
• Creating a culture of support is crucial in veterinary practices.
• Leaders should model help-seeking behavior.
• Recognizing signs of overwhelm can prevent burnout.
• Normalizing asking for help improves team dynamics.
• Collaboration enhances patient care and team morale.
• Past experiences can hinder help-seeking behavior.
• Practical strategies can encourage team members to ask for help.
• Leadership plays a vital role in fostering a supportive environment.

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In this conversation, Suzanne Thomas shares her unconventional journey from retail management to becoming a leader and advocate in veterinary medicine. She discusses the importance of building trust within teams, empowering technicians, and the challenges faced in veterinary leadership. Suzanne emphasizes the need for effective communication, continuous learning, and the significance of advocacy for the veterinary profession. Her experiences highlight the critical role of leadership in creating high-performing teams and addressing issues like burnout and underutilization of technicians. In this conversation, Brianna Armstrong and Suzanne Thomas discuss the critical aspects of leadership within veterinary teams, emphasizing the importance of trust, psychological safety, and effective communication. They explore how enhancing team productivity can lead to increased revenue and the necessity of creating a supportive work environment. The dialogue also touches on the dynamics between corporate and private practices, the value of recognizing team members, and the need for a cultural shift in veterinary medicine to improve retention and job satisfaction.

Suzanne's Linkedin: https://www.linkedin.com/in/suzannethomaslvt/

Susanne's Book: From Competent to Capable: Redefining Success Through Technician Utilization and Team Empowerment (To purchase: https://a.co/d/eW8V9y8 )

Leading Veterinary Teams: https://www.lvt.vet/

Book recommendation: The Five Dysfunctions Of A Team by Patrick Lencioni

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In this episode, Dr. Brianna Armstrong and Phoebe cut to the heart of one of the most pivotal decisions in veterinary leadership: who you hire. From “nice enough” candidates to glaring red flags during working interviews, this conversation dives into the standards, instincts, and cultural expectations that shape high-performing hospitals.

Dr. Armstrong shares real stories from the hiring trenches—showing up to interviews in yoga pants, checking phones during working interviews, and team members wanting to hire someone who was simply “nice enough.” These moments reveal a deeper truth: your team deserves more, your clients expect more, and your culture depends on more.

This episode challenges leaders to raise the bar, trust their instincts, and protect the culture they’re building—because hiring isn’t just filling a role. It’s choosing the future of your hospital.

Key Takeaways

• “Nice enough” is not the standard. Hiring should feel like a hell yes, not a shrug.

• Professionalism matters. How a candidate shows up tells you exactly how they’ll show up for clients.

• Red flags in interviews don’t improve on the job. Trust what you see.

• Client experience begins with your team. Veterinary medicine is a customer-service-first industry.

• Hiring is culture protection. Every yes or no shapes morale, performance, and client trust.

• Leadership requires decisiveness. Trust your gut—and don’t apologize for having high expectations.

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In this episode, Dr. Brianna Armstrong sits down with Dr. Stacee Santi Longfellow — veterinarian, entrepreneur, and author of Stop Acting Like a Girl. Stacee’s book challenges women (and anyone who’s ever struggled to advocate for themselves) to unlearn the habits of people-pleasing, perfectionism, and playing small — and to start asking for what they really deserve.

Together, they explore the pivotal moments that shaped Stacee’s leadership journey — from running her own veterinary hospital to founding and successfully exiting her tech company, Vet2Pet. The conversation dives deep into what it takes to build confidence, lead with compassion, and create psychologically safe workplaces where people can truly thrive.

Buy Dr. Santi's book: https://www.amazon.com/dp/B0DMKNQQTQ

In this episode:

• The story that inspired her book Stop Acting Like a Girl

• How to advocate for yourself and ask for what you deserve

• The power of pause in negotiation and communication

• Balancing empathy and accountability as a leader

• Creating a workplace culture rooted in psychological safety

• Why being “too much” might actually be your greatest strength

Quote worth Repeating:

“You can’t be afraid to ask for what you want. Maybe you are a little too much — and maybe that’s exactly what the world needs.” — Dr. Stacee Santi Longfellow

Mentioned in this episode:

• Stop Acting Like a Girl by Dr. Stacee Santi Longfellow

• Radical Candor podcast by Kim Scott

• The Midnight Library by Matt Haig

• Thinking in Bets by Annie Duke

Find Stacee:

LinkedIn: https://www.linkedin.com/in/stacee-santi/

Instagram: https://www.instagram.com/everydaywonderwomenpodcast/
Amazon "Stop Acting Like a Girl": https://www.amazon.com/dp/B0DMKNQQTQ

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From cleaning kennels to owning thriving practices, from corporate buyouts to a doctoral dissertation on burnout — Dr. Gershon “Dr. G” Alaluf has lived nearly every chapter veterinary medicine has to offer. In this honest, unfiltered conversation, Dr. G opens up about what he’s learned from three decades in practice and why he believes the future of the profession depends on who we let in — and how we lead once they’re here.

He and Dr. Armstrong talk about:

• Why selling to corporate was the biggest regret of his career

• How profit-sharing, mentorship, and trust transformed his hospital culture

• The roots of burnout and why emotional intelligence may matter more than GPA

• Why “work-life balance” misses the point — and what veterinarians actually need

• How transformational leadership can rebuild the heart of vet med

• What needs to change in vet school admissions and education

• The “irreplaceable truths” about connection, culture, and fulfillment in practice

This episode is part reflection, part call to action — and a reminder that veterinary medicine can (and must) evolve to protect the people who make it possible.

Listen if you:
🐾 Lead a team or aspire to
🐾 Are questioning burnout
🐾 Believe culture and leadership can change the future of vet med

Links:

Dr. G Linkedin -

Dr. G's Burn out/Culture Survey - https://pepperdine.qualtrics.com/jfe/form/SV_8AGfyy9T47JG4dM

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