by Anita Dennison, DVM, MS | Blue Heron Consulting

As a veterinarian, you are the leader of the practice, whether you signed up for that role or not. Leadership grows from how you show up in every appointment, every interaction, every crisis, and every quiet moment between patients. Whether you’re a brand-new veterinarian or a seasoned clinician, your influence begins long before anyone labels you a “leader.” In fact, your team is already learning from you.

In every hospital, the team observes the veterinarian more closely than the veterinarian realizes. Tone, body language, medical record habits, client communication, stress response – the team sees all of it. And what they see, they replicate. Your staff are your mirrors, and in many ways, they are your best leadership teachers.

This article explores practical tools, mindsets, and behavioral frameworks for strengthening your influence, without authority, and becoming a clinician and person your team wants to follow.

Your Team as Your Leadership Accelerator

As a veterinarian, regardless of your tenure, you are viewed as a leader in the practice. Because of this, your staff will reflect your behaviors back to you and others, sometimes instantly, sometimes over months or years. Understanding this reflection accelerates your medical growth, improves internal trust, grows psychological safety in the hospital and strengthens the culture required for high-quality medicine.

Teams emulate whatever is modeled consistently, not occasionally.
Sometimes modeling exemplary behavior can be hard, especially when you are worn out or juggling multiple cases and clients. However, taking a deep breath and intentionally trying to be kind in every situation will eventually become habit. Remember that just a simple ‘please’ or ‘thank you’ can change a person’s willingness to follow your lead.

Modeling Leadership in Crisis

In emergencies, your influence matters most. If you panic, the team panics. If you are calm, the team stays efficient. Try to model these five positive behaviors every day:

1. Calmness Under Pressure – Creates security and efficiency.
2. Clear Communication – Prevents errors and builds clarity.
3. Professionalism – Sets the standard for conduct and care.
4. Accountability – Demonstrates integrity and responsibility.
5. Gratitude – Reinforces teamwork and psychological safety.

The Science Behind Influence: Mirror Neurons & Emotional Contagion

You are a full-time influencer. Every interaction models how to treat clients, solve problems, handle conflict, and manage stress.

There are 2 overreaching concepts to consider when considering how you are influencing others in the practice.

1. Mirror Neurons
Mirror neurons cause humans to exhibit behaviors they observe in others. When you demonstrate calmness, your team becomes calmer. When you rush, panic, or snap, you’ll notice the team doing the same. The mirror neuron effect is especially important to keep in mind when handling a stressed or angry client or staff member.

2. Emotional Contagion
Emotions spread quickly. Remember that calmness improves efficiency and frustration creates chaos.

Teach Through Modeling:

1. Talk with your staff and clients about your thought processes.
2. Don’t be afraid to own your mistakes, be modest and humble.
2. Demonstrate calmness. This requires a deliberate and intentional mindset.
4. Communicate with clarity and curiosity, not dictation.

Understand Your Staff to Become a Better Influencer.

If you want to influence people, you must first understand them. Ask your staff questions like:

  • “How do you think we did with that client?”
  • “What did I miss?”
  • “What could I have done differently?”

Embrace the Power of Others

Leadership without authority is all about uplifting others. Here are a few ways you can model positive influence while building confidence and trust in your team:

– Encourage and praise good behaviors.
– Sacrifice your ego.
– Share credit.
– Give of your time.
– Show humility and apologize when necessary.

Persuasion vs. Influence

It is important to remember that as a leader you are wanting to influence and foster long-term and meaningful change in those around you. Over time, this will manifest itself as a more peaceful, trusting and productive work environment. Persuading others to bend to your will is only temporary and can lead to distrust or resent. Influencing them through model behavior, openness and steadfastness will allow them to see a more long-term and belief-driven solution.

1. Persuasion is short-term and extrinsic. People are only doing as they are directed.
2. Influence is long-term and intrinsic. People believe in what they are doing and then can pass that behavior on to others.

People Skills are Learned Behaviors

Remember that modeling good people skills requires practice. Creating positive interactions with others and forming trusting relationships and leadership takes time and effort. Don’t be discouraged. Understanding others, changing ourselves and intentionally creating the person we want to be can be an arduous task. Be patient through this process and give grace to yourself and your team as you all grow together.

Setting Clear Standards, Ethics, and Goals

Influential leaders create clarity around behaviors, values, standards, ethics, and goals. So, generating and abiding by a code of conduct in the clinic is essential. Use a staff meeting to allow all members of the team to give their input in creating this code of conduct. From this, the team can also develop the hospital’s Core Values and why those things are important in your practice.

Closing Thoughts

Remember that every moment in a clinic is a chance to serve as a good model for others. Leadership is something you practice long before receiving a title. Influence emerges from consistency, curiosity, humility, emotional regulation, and investment in your team. When you show up each day with intention and a positive outlook, you create a culture where others want to follow you.