In this episode of the Veterinary Leadership Success Show, I’m responding to the reaction.

Specifically, the wave of comments that followed a recent episode and social posts about a new graduate’s early experience in practice.

If you saw the Instagram reel or Facebook video, you’ll know the conversation struck a nerve.

Some comments were thoughtful and supportive. Others were angry, frustrated, and aimed squarely at “weak graduates”, falling standards, and a profession that feels like it’s under siege.

Today, I want to slow that conversation down.

Rather than adding to the noise, this episode looks beneath it, at the fatigue, the stretched systems, and the pressure that’s been building across the profession for a long time.

We talk about grit, resilience, mentorship, and why toughness isn’t something people arrive with on day one. It’s something that gets built, or broken, by the environments we place them into.

If you’re worried about standards, frustrated by how hard ownership has become, or quietly wondering whether the profession you love is changing in ways you don’t recognize, this is a conversation worth sitting with.

Referenced Posts:

Instagram reel:

https://www.instagram.com/p/DTvXiAlCSZX/

Facebook video:

https://www.facebook.com/reel/1397139445528655

Episode Outline:

[00:00] – Why this conversation exploded

[02:45] – Are graduates really the problem?

[05:30] – The myth of “grit” at graduation

[08:40] – Why our early careers weren’t the same

[11:30] – When hard work turns into attrition

[14:15] – Mentorship as leadership, not therapy

[16:45] – The damage caused by sink or swim

[18:30] – What high standards actually look like

[20:00] – The responsibility owners still hold

[21:45] – Building resilience the right way

Follow Dr. Dave Nicol for More Leadership Insights:

Instagram: @drdavenicol

Learn more about leadership training: Veterinary Leadership Academy

Enjoyed this episode?

If this episode made you pause or reflect, I’d really appreciate you leaving a review on iTunes and sharing it with someone else in the profession. These conversations matter – and how we handle them shapes what comes next.

Be safe. Be well. And take care of each other.

Part 1 laid bare what happens when well-meaning practices ask too much, too soon, without the systems to support it.

In this second conversation, we deliberately turn the lens the other way.

I’m joined by Dr. Moriah McCauley, a veterinarian now five years into practice, who shares what it looks like when graduate support is done well – thoughtfully, deliberately, and humanely.

Moriah’s story matters because it shows what’s possible. She’s still in the same practice five years on, not through resilience alone, but because the system around her was built for success from day one.

Together we talk about what attracted her to the role in the first place, how expectations were clarified early, and why mentorship is not a single person or a buzzword, but a culture. One that includes planned progression, real availability, psychological safety, and permission to be human when life gets complicated.

This episode explores the practical reality of guiding – not grinding – graduates. What it requires from leaders. What it asks of graduates. And why, done properly, it creates loyalty, competence, confidence, and long-term value for everyone involved.

This conversation forms the second half of a two-part series and sits alongside the session I’ll be delivering at VMX 2026: Guiding, Not Grinding.

Episode Outline:

[00:01] – Why this conversation matters

[02:00] – Meet Dr. Moriah

[04:30] – Choosing a first practice

[07:00] – Spotting a culture of mentorship

[09:30] – Gut instinct and psychological safety

[12:00] – Setting expectations early

[15:00] – What good mentorship looks like

[17:30] – Being supported through hard moments

[21:00] – The cost of investing in graduates

[24:30] – Return on investment, done properly

[27:00] – Learning the hardest skill: communication

[30:30] – Why Moriah stayed

[32:30] – What leaders need to hear next

Follow Dr Dave Nicol:

Instagram: @drdavenicol

Learn more about leadership support and training: Veterinary Leadership Academy

See more from Dr. Moriah McCauley: https://www.instagram.com/dr.moriah.mccauley

Connect with Dr. Moriah McCauley: https://www.linkedin.com/in/moriah-mccauley

Enjoyed the episode?

Please leave a review on Apple Podcasts or Spotify. These conversations matter, and sharing them helps move our profession forward.

The first year in practice should not decide whether someone stays in veterinary medicine. But too often, it does.

In this episode, I’m joined by Dr Hope Darnell, a recent graduate who shares a clear-eyed account of what her first year in practice was really like.

Hope stepped into her first role with the things good graduates bring - commitment, curiosity, and a genuine desire to do the job well. On paper, the support was there. Experienced vets. A capable team. Reassurance that help was available.

Then reality hit.

Within weeks, Hope was carrying a heavy clinical load, managing complex cases and new clients back to back, and covering the practice alone far earlier than she should have been. Emergencies, surgery, on-call work, and quietly absorbing management tasks as gaps appeared. All on top of a full caseload.

Without bad intent, guiding turned into grinding.

This story is not unusual. Practices are stretched. Mentorship is inconsistent. Time is scarce. Many teams want to do the right thing, but lack the structure or capacity to truly support early-career vets.

What matters is this. Despite everything, Hope chose to stay.

She stayed because she still believes in the work, the profession, and the possibility that we can do better. That belief places responsibility on those of us in leadership to build environments where graduates can grow safely, not burn out quietly.

If we get this right, we don’t just protect graduates – we strengthen our practices and safeguard the future of veterinary medicine.

This is Part 1 of a two-part conversation and forms the foundation of a session I’ll be delivering at VMX 2026, Guiding, Not Grinding. In Part 2, we move into practical solutions for supporting graduates, and the future of veterinary medicine, more effectively.

Episode Outline:

[00:02] – Meet Dr. Hope

[05:00] – Picking a first job

[09:00] – Support that looked solid

[12:00] – Trying to practise good medicine

[14:00] – Taking on more and more

[18:30] – Being left on your own

[20:00] – The day it all collided

[24:00] – Still working, but not coping

[26:00] – When numbness sets in

[31:00] – What new grads really need

[35:00] – The “unicorn vet” problem

[39:00] – Is your practice ready for a graduate?

[43:00] – Why mentorship matters

[45:00] – Why Dr Hope stayed in vet medicine

Follow Dr Dave Nicol:

Instagram: @drdavenicol

Learn more about leadership support and training: Veterinary Leadership Academy

Connect with Dr Hope Darnelle:

LinkedIn: https://www.linkedin.com/in/hope-darnell-dvm-b53054214/

Enjoyed the episode?

Please leave a review on Apple Podcasts or Spotify. These conversations matter, and sharing them helps move our profession forward.