Choose People Love Pets: The Veterinary Culture Podcast

Epizódok

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  Inside the Modern Animal & Chewy Deal with Dr. Christie Long 10.08.2026 1ó 37p

  Modern Animal’s acquisition by Chewy has become one of the most significant and debated developments in veterinary medicine.In this episode, Dr. Christie Long joins Dr. Brianna Armstrong to share her unconventional journey from software and operations to veterinary medicine and eventually becoming Chief Medical Officer of Modern Animal. Dr. Long explains the original vision behind Modern Animal, the challenges of scaling its technology-enabled and membership-based model, and the lessons the company learned while expanding beyond California.Dr. Long also discusses the financial realities of building a venture-backed veterinary company, why the fundraising environment became more difficult, and what led Modern Animal to join Chewy. Dr. Armstrong and Dr. Long address concerns surrounding corporate consolidation, vertical integration, pharmacy, insurance, pricing, and what Chewy’s expanding healthcare ecosystem could mean for independent veterinary hospitals. Dr. Long also responds to the public reaction surrounding the acquisition and explains why personal relationships may remain independent practices’ greatest competitive advantage.This is a candid conversation about entrepreneurship, culture, scale, ownership, and what the Modern Animal and Chewy partnership could signal for the future of veterinary medicine.Key Takeaways- The hardest part of building a veterinary company is not necessarily building the hospitals. It is creating jobs, career paths, leadership systems, and a culture that talented people want to join.- Growth exposes assumptions. Modern Animal’s rapid success in Southern California did not automatically translate into other markets, forcing the company to rethink its branding, membership options, marketing, and accessibility.- Venture-backed growth creates a race against time. Companies must prove their model, reach meaningful scale, and attract additional capital before their financial runway ends.- Scale and independence are not the only two options. Christie views the acquisition as a way to access capital, talent, technology, and customers that could allow Modern Animal to pursue ideas it could not accomplish alone.- Independent practices still have a major advantage. Personal relationships and meaningful human connection remain difficult for any large organization to standardize or scale.- The future of veterinary medicine should not be framed only as corporate versus private. The more important questions may be who makes the decisions, how teams are treated, whether medical quality is protected, and whether the business creates genuine value for patients, clients, employees, and the profession. About Dr. Christie LongDr. Christie Long is a veterinarian, builder, and Chief Medical Officer of Modern Animal. Before entering veterinary medicine, she worked in software development, project management, and operations. Her career has included clinical practice, veterinary telehealth, corporate veterinary development, and the creation and expansion of Modern Animal’s technology-enabled veterinary hospitals.Through her work, Christie has focused on improving the veterinary experience for patients, clients, and the people delivering care. She now enters the next chapter of that work following Modern Animal’s acquisition by Chewy.ConnectLearn more about Modern Animal: https://www.modernanimal.com/Connect with Dr. Christie Long: https://www.linkedin.com/in/christie-long-dvm-b4b51a117/Follow Choose People Love Pets: If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it.Follow for more: FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠ IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠ LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/
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  What Successful Practice Owners Do Differently | Dr. Christine Staten (Veterinary MBA) 27.07.2026 1ó 40p

  What happens when the career you love is no longer sustainable? After decades of building a thriving mixed animal practice, Dr. Christine Staten found herself facing chronic pain that forced her to rethink what the next chapter of veterinary medicine could look like. Instead of stepping away from the profession, she went back to school for her MBA and created Veterinary MBA, a business dedicated to helping practice owners build practices that are profitable, sustainable, and fulfilling. In this episode, we dive into the mindset behind her incredible career, why she believes burnout isn't inevitable, and how intentional systems—not working harder—allow practice owners to create more impact without sacrificing their lives. We also discuss leadership, mentorship, hiring, time management, community, AI, and the lessons she learned after losing her first five associates. Whether you're a practice owner, an aspiring leader, or simply trying to build a career with more purpose, this conversation is full of practical advice and honest reflections. In This Episode • Why Dr. Staten chose to expand her impact instead of slowing down • The health challenges that led her to reinvent her career • Going back to earn an MBA at 50 and how it transformed her leadership • Why Veterinary MBA was created and the mission behind it • Burnout, systems, and the biggest misconceptions about practice ownership • The importance of community for veterinary leaders • Why "work-life balance" is the wrong goal and what to pursue instead • Time audits, time blocking, and designing your life intentionally • Delegation, mentorship, and building systems that create freedom • Lessons learned after losing her first five associate veterinarians • Hiring for culture instead of just clinical skills • Building successful retreats and mentorship communities • How she approaches AI while keeping human connection at the center of leadership Connect with Dr. Christine Staten veterinary_mbaAdobe Veterinary Center: https://adobevetcenter.com/Follow Dr. Christine Staten for practical insights on veterinary leadership, practice ownership, and building sustainable veterinary businesses.  If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  Why Your Open Door Policy Isn't Working 13.07.2026 25p

  Every leader wants employees to speak up—but if you constantly find yourself saying, "I wish someone had told me sooner," your open door policy may not be working the way you think. In this episode, Dr. Brianna Armstrong and Phoebe Valdez unpack why simply telling your team your door is always open isn't enough to create psychological safety. They explore the hidden power dynamics that make employees hesitate to speak honestly, why leaders often hear the truth only during exit interviews, and how great leaders intentionally create environments where feedback feels safe. You'll learn practical ways to move beyond passive accessibility and build a culture where your team feels comfortable sharing concerns, solving problems together, and helping your hospital continuously improve. In this episode, we discuss: Why open door policies often fail  The hidden power dynamics every leader needs to understand  How employees perform a "risk calculation" before speaking up  The difference between accessibility and psychological safety  Why exit interviews reveal what leaders should have known all along  Practical ways to invite honest feedback  How curiosity—not defensiveness—builds trust  Simple leadership habits that create healthier teams   Key Takeaways An open door policy doesn't automatically create trust.  Psychological safety must be intentionally built.  Employees often filter feedback because of the inherent power imbalance.  Leaders should actively seek feedback instead of waiting for it.  Anonymous surveys and regular one-on-ones provide safer opportunities for honesty.  Curiosity is more powerful than defensiveness.  The best cultures normalize disagreement and collaborative problem-solving.  Listening before solving strengthens relationships and often leads to better solutions.   Memorable Quotes "Just because the door is open doesn't mean people will walk through it." "People don't stay silent because they don't care. They stay silent because they're doing a risk calculation." "The information was always there. The environment wasn't." "Great hospitals don't avoid conflict. They get curious about it." "The quality of your leadership is hidden inside the feedback people are afraid to give." "Stop telling your team your door is open. Show them." Resources Mentioned ✅ Anonymous Culture Survey Template: https://docs.google.com/forms/d/1duOs1X1CmlLXlum74OLTnzuO2SOeyeJ2DIP4rCJNfMc/copy Call to Action If this episode challenged your thinking, send it to another leader who's trying to build a healthier workplace. Then try this with one team member this week: "What's one thing we could be doing better that you think I don't see?" Resist the urge to explain or solve the problem. Simply listen. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  Building a Career That Matters with Dr. Dani McVety 29.06.2026 1ó 46p

  What if the biggest predictor of your success as a veterinarian isn't your medical knowledge—but your ability to communicate, lead, and connect with people? In this episode, Dr. Brianna Armstrong sits down with Dr. Dani McVety, veterinarian, entrepreneur, speaker, and co-founder of Lap of Love Veterinary Hospice, for an honest conversation about the experiences that shaped her career. From repeating a year of veterinary school and failing the NAVLE to building one of the largest veterinary organizations in the country, Dani shares the lessons that transformed setbacks into opportunities for growth. Together, they discuss the importance of communication in veterinary medicine, building trust with clients, creating strong teams, navigating entrepreneurship, balancing family and career, and what it really takes to lead through uncertainty.  In this episode, we discuss: Dani's early exposure to entrepreneurship and how her parents influenced her mindset How volunteering in human hospice changed the way she views veterinary medicine Why communication—not medicine—is often what clients remember most The books, habits, and lifelong learning that shaped her leadership style Repeating a year of veterinary school, failing the NAVLE, and embracing failure as part of success Why emotional intelligence and bedside manner are essential clinical skills Building Lap of Love from a side project into a nationwide organization Choosing the right business partners and hiring for personality and values Leadership lessons from scaling a rapidly growing company Balancing entrepreneurship, motherhood, and family while building a career The importance of emotional stability during times of stress and uncertainty Why defining success on your own terms leads to a more fulfilling veterinary career Memorable Quotes "Communication is what builds trust. Without trust, even the best medicine can't make an impact." "No one will ever ask where you graduated in your class. They will remember how you made them feel." "Failure isn't the end of your story. Often, it's where the most important growth begins." Connect with Dr. Dani McVety Linkedin: https://www.linkedin.com/in/drdanimcvety/ Instagram: @drdanimcvety Facebook: @drdanimcvetyleinen Website: lapoflove.com Connect with Dr. Brianna Armstrong Linkedin: https://www.linkedin.com/in/brianna-armstrong-dvm/ Instagram/facebook/tiktok: @drarmstrongdvm  Follow along for more conversations about leadership, career growth, and creating a sustainable, fulfilling life in veterinary medicine.  If you enjoyed this episode, please subscribe, leave a review, and share it with a colleague who could benefit from the conversation. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  How to Know You're in a Toxic Work Environment (And How to Leave) 15.06.2026 30p

  Have you ever wondered whether you're actually burned out on veterinary medicine—or just burned out by the place you're practicing it? In this episode, Dr. Brianna Armstrong and Phoebe Valdez tackle a difficult but important question: How do you know if you're in a toxic work environment? More importantly, what should you do when you've realized it's time to move on? Veterinary medicine itself is not inherently toxic. But some workplaces are. When we confuse the profession with the environment, we risk walking away from careers we once loved. This conversation explores the warning signs of toxic culture, why people stay longer than they should, how to evaluate your next workplace, and how to leave with integrity when it's time for a change. In This Episode 5 Signs You May Be Working in a Toxic Environment 1. Fear is Driving Behavior 2. Problems Are Always People, Never Processes 3. Turnover Is Constant 4. Speaking Up Changes Nothing 5. You Don't Feel Like Yourself Anymore Before You Leave If you're on the fence, consider having an honest conversation with leadership first. Approach the conversation with: Curiosity instead of accusation  Specific examples  A desire to understand  A willingness to collaborate on solutions  How leadership responds can tell you a lot about whether change is possible. How to Evaluate Your Next Hospital Before accepting a new position: Talk to current team members.  Ask why previous employees left.  Read online reviews.  Request a working interview.  Observe how the team handles stress and conflict.  Ask about the hospital's values.  Make sure the culture aligns with your own values.  Remember: hospitals interview candidates, but candidates should be interviewing hospitals too. How to Leave Your Hospital Well Leaving professionally protects your reputation and helps move veterinary medicine forward. Give Appropriate Notice Read your employment contract carefully.  Follow any notice requirements outlined in your agreement.  At minimum, provide two weeks' notice.  For veterinarians, managers, and leadership roles, one to two months' notice is often more appropriate when possible.  Stay Professional Until the End Continue showing up and doing quality work.  Avoid disengaging or becoming negative.  Finish strong and leave your team in the best position possible.  Don't Burn Bridges Avoid dramatic exits.  Don't vent on social media.  Don't attempt to "get even."  Veterinary medicine is a small profession, and your reputation matters.  Provide Constructive Feedback If you're asked why you're leaving: Be honest.  Be specific.  Focus on behaviors and systems, not personal attacks.  Share feedback with the goal of helping future team members.  Remember Your Goal The goal is not revenge. The goal is a healthier future for yourself. Key Takeaway Every time someone leaves a toxic workplace and chooses a healthy one, they're casting a vote for the future of veterinary medicine. Great hospitals deserve great people. And great people deserve great workplaces. Connect With Us Dr. Brianna Armstrong Instagram: @drarmstrongdvm Phoebe Valdez Instagram: @phoebe_valdezz If this episode resonated with you, share it with someone who may need to hear it. And if you have thoughts on toxic workplace culture in veterinary medicine, we'd love to hear from you. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  Building Future-Ready Veterinarians: Inside the Mind of Dr. Eleanor Green 01.06.2026 1ó 38p

  In this episode, Dr. Brianna Armstrong sits down with veterinary leader and educator Dr. Eleanor Green for a deep conversation on leadership, veterinary education, innovation, and the future of the profession. Dr. Green reflects on her journey from aspiring equine veterinarian to becoming the first female dean at Texas A&M University College of Veterinary Medicine and later helping found the Lyon College School of Veterinary Medicine. Together, they explore how leadership evolves, how culture is shaped from the top down, and why adaptability may be one of the most important skills future veterinarians can develop. The conversation also dives into AI, virtual reality, simulation-based education, and how technology could fundamentally reshape veterinary medicine and veterinary schools in the coming decades. In This Episode Dr. Green’s unexpected path into leadership  What it’s actually like to serve as a veterinary dean  Building healthy organizational culture in veterinary medicine  The importance of integrity, listening, and psychological safety  Being a woman leader in veterinary medicine during a very different era  Adaptability quotient vs resilience  Conflict resolution and leadership communication  Founding a new veterinary school vs leading an established institution  The origins of the Veterinary Innovation Summit  How CoVet AI and AI tools may reshape veterinary education  Virtual reality, simulations, and the future of clinical training  Why veterinary medicine must evolve to stay future-ready  Memorable Quotes “Leaders make the lives of the people in their organization better.” “It’s not about career-ready veterinarians. It’s about future-ready veterinarians.” “Culture starts at the top.” “Our number one choice is for you to be happy here. Our number two choice is for you to be happy somewhere else.” Organizations & Topics Mentioned Texas A&M University College of Veterinary Medicine  Lyon College School of Veterinary Medicine  Singularity University  Association of American Veterinary Medical Colleges  CoVet AI  Veterinary Innovation Summit  AI in veterinary medicine  Virtual reality and simulation training  Veterinary leadership and culture Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  Hiring Red Flags #2: The Blame Test 18.05.2026 10p

  Not all conflict is bad—but how someone talks about conflict in an interview can tell you everything. In this episode, we break down one powerful interview question that reveals whether a candidate brings ownership or blame into your culture. Because in any hospital, conflict is inevitable—but toxicity is optional. If you want a team that communicates, grows, and takes responsibility, this is the filter you can’t afford to skip. What You’ll Learn The exact interview question that exposes mindset  Why conflict handling matters more than clinical skill  The difference between ownership vs. blame in candidate responses  Real examples of red flag vs. green flag answers  Why “on the fence” should almost always mean no hire  How small behaviors in interviews predict real client interactions  The Question to Ask “Tell me about a time you had a conflict with a team member—what happened?” Then stop talking—and listen. Red Flags 🚩 Blames the other person, management, or the system  Avoids conflict altogether  Lacks self-reflection  Positions themselves as the “hero” in every story  Can’t identify their role in the breakdown  👉 That mindset doesn’t change after you hire them. Green Flags ✅ Takes ownership of their role in the conflict  Reflects on what they could have done differently  Shares how they approached resolution directly  Demonstrates growth and behavior change moving forward  👉 “I could have communicated sooner…” 👉 “I contributed to the tension by…” That’s self-awareness. That’s coachable. That’s culture-building. Key Takeaway Hire for ownership. You can train skills—but self-awareness and accountability are much harder to teach. Bonus Hiring Insight If you’re on the fence, it’s probably a no. The best hires feel like a clear yes—often within the first few minutes. Trust that signal and wait for the right people. Call to Action If this episode helped you think differently about hiring, share it with another veterinary leader or hospital manager. And if you want more episodes like this, send us a message or drop a comment—we’re building this for you. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  How to Stop Self-Sabotage and Build Real Resilience with Dr. Lucette Beall 04.05.2026 1ó 37p

  Why do so many high-achievers feel stuck in their own lives? In this episode, Dr. Brianna Armstrong sits down with Dr. Lucette Beall—veterinarian, entrepreneur, and author—to unpack the internal patterns that keep us from reaching our full potential. After navigating divorce, a cancer diagnosis, financial hardship, and stepping away from her veterinary practice to care for her brother following a traumatic brain injury, Dr. Lucette developed a powerful perspective on resilience, self-trust, and the role our thoughts play in shaping our reality. This conversation goes beyond surface-level mindset advice. Together, we explore why negative self-talk is so common, how it impacts our ability to move forward, and what it actually looks like to interrupt those patterns and rebuild from the inside out. If you’ve ever felt stuck, overwhelmed, or caught in a loop of self-doubt—this episode will challenge the way you think about your thoughts. 🔑 What You’ll Learn Why up to 80% of our thoughts are negative—and how that shapes our reality  The hidden ways high-achievers self-sabotage through internal narratives  How your brain’s “autopilot” keeps you stuck in the same patterns  The connection between mindset, resilience, and real-life outcomes  A simple daily practice to start shifting your thoughts immediately  How to separate your identity from external expectations  Why self-trust—not external validation—is the foundation for change  🛠️ Key Framework: Reverse, Reframe, Rebuild Dr. Lucette breaks down her 3-step approach to transforming your mindset: Reverse → Become aware of the thoughts and patterns you’ve been running on autopilot  Reframe → Shift the meaning you assign to situations and experiences  Rebuild → Take aligned action that reinforces a new identity and direction  🔥 Key Moments The life-changing decision to step away from her practice to care for her brother  What hitting financial rock bottom taught her about mindset and opportunity  The role of intuition—and why ignoring it can lead to long-term regret  How a simple morning routine helped her completely shift her trajectory  Why “being right” can keep you stuck—and what to do instead  💬 Memorable Quotes “People want to be right more than they want to be healed.”  “You’re 100% responsible for yourself—and 0% responsible for others.”  “If you don’t change what you’re telling yourself, nothing else changes.”  🎯 Action Step Start with a simple morning reset: 5 minutes of quiet (meditation or stillness)  Write down 3 things you appreciate about your life  Write down 3 things you appreciate about yourself  Consistency—not perfection—is what creates change. 🧠 Free Resource: Your Brain Reset BlueprintWant to take what you heard in this episode and actually apply it?Lucette Beall created a free 5-part email series designed to help you break out of the thought patterns that keep you stuck.Each email is quick (under 4 minutes), and includes:A real-life story highlighting a common mental patternA simple, actionable step to shift itA practical way to start rewiring how you thinkLink to free resource: 👉 yourbrainresetblueprint.com 🎧 Connect + Follow Dr. Lucette's contact info:  Website: www.drlucette.net Instagram: www.instagram.com/drlucette YouTube: www.youtube.com/@drlucette Facebook: www.facebook.com/drlucetteb TikTok: www.tiktok.com/@lucettebeall LinkedIn: https://www.linkedin.com/in/dr-lucette-beall-aa395744/ Email: vipteam@drlucette.net  If you enjoyed this episode, make sure to subscribe, leave a review, and share it with someone who needs to hear it. Follow CPLP for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  How To Get Your Business To Run Itself 20.04.2026 24p

  If your team is constantly texting you on your day off, interrupting your vacation, or relying on you to solve every small problem — this isn’t a team issue. It’s a leadership pattern. In this episode of Choose People Love Pets, Dr. Brianna Armstrong and Phoebe Valdez break down why leaders become the bottleneck in their hospital, how that dependency gets unintentionally created, and what to do instead. You’ll learn how to build a team that can think independently, make decisions confidently, and operate effectively — even when you’re not there. Because the goal isn’t that your team doesn’t need you… It’s that they don’t need you for everything.   🔑 What You’ll Learn Why your team keeps coming to you for answers (and how you trained them to do it)  The difference between supporting your team vs creating dependency  How “helpful” leadership can accidentally lead to learned helplessness  The role of psychological safety in decision-making  How to coach instead of fix — without abandoning your team   🛠️ The Framework: Stop Being the Bottleneck 1. Reframe the Problem It’s not that your team can’t solve problems — It’s that they’ve been trained to bring them to you.  2. Understand Why They Ask Your team is coming to you because: It’s faster  It feels safer  They’re afraid of being wrong  They lack clear decision-making frameworks  You’ve reinforced the behavior (even unintentionally)   3. Create a Decision Filter (Red / Yellow / Green) 🔴 Red: Call immediately (safety, ethics, emergencies)  🟡 Yellow: Make a decision, update later  🟢 Green: Fully owned by the team  If everything is red, nothing is.  4. Change How You Respond Instead of giving answers, start asking: “What do you think?”  “What options are you considering?”  “If I wasn’t here, what would you do?”  Then pause. Let them think. Let them decide.  5. Use Values as Decision Tools Guide decisions through: Patient safety  Team support  Client experience  Your values should drive decisions, not just live on the wall.  6. Reinforce Ownership Celebrate effort and thinking — not just outcomes  Encourage imperfect but safe decisions  Build confidence through trust   🧪 Try This: The 30-Day Challenge Prep your team for the shift  Pause before answering questions  Replace “I’ll just do it” with coaching  Empower one person or one decision category  Or start small: 👉 This week: Pause before you respond   ✈️ The Vacation Test Ask yourself: If I left tomorrow, what would break?  Who would panic?  What decisions would stall?  Your answers reveal where you’re still the bottleneck.   💬 Key Quotes “If your team can’t function without you, that’s not loyalty — it’s dependency.”  “If every decision flows through you, you didn’t build a team — you built a funnel.”  “Every time you answer instead of coach, you reinforce the behavior.”  “The goal isn’t that they don’t need you. The goal is that they don’t need you for everything.”    📣 Call to Action If this episode resonated with you, send it to a leader who needs a real vacation. And if you’re ready to start building a team that can think, decide, and lead — start by pausing before your next answer.   🔗 Connect With Us Follow Choose People Love Pets for more conversations on leadership, culture, and building veterinary teams that actually work. Have a scenario you want us to break down? Send us a DM — we’d love to hear itFollow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  
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  More Than a “DOGTOR” with Dr. Christien Bolden: Authenticity, Failure, and Finding Your Path in Veterinary Medicine 06.04.2026 1ó 9p

  What happens when the path to becoming a veterinarian doesn’t go the way you planned? In this episode of Choose People Love Pets, Dr. Brianna Armstrong sits down with Dr. Christien Bolden, relief veterinarian and host of the More Than a Dogtor podcast. Dr. Bolden shares his deeply personal journey through veterinary medicine—from not passing the NAVLE twice, to navigating burnout, to ultimately redefining what success and fulfillment look like in his career and life. Together, they explore the pressures young veterinarians face, the identity crisis that can happen when your career becomes your entire sense of self, and the importance of creating space to be more than just your professional title. Dr. Bolden also shares how mentorship, reflection, and prioritizing his family helped him rebuild his relationship with veterinary medicine and ultimately led him to create a platform supporting veterinary students and early-career veterinarians. This conversation is a powerful reminder that failure doesn’t define your future—and that sometimes the hardest moments in your career can become the foundation for helping others. In This Episode What “More Than a Dogtor” really means  The identity crisis many veterinarians experience early in their careers  Dr. Bolden’s experience not passing the NAVLE twice and how it shaped his path  The role mentorship played in rebuilding his confidence  Why authenticity matters in veterinary medicine  The biggest struggles new veterinarians face in their first few years  Learning to set boundaries and prioritize life outside of work  Burnout, sabbaticals, and reclaiming balance in your career  Relief work as a path to rediscovering purpose  Why communication skills are one of the biggest gaps in veterinary education  The inspiration behind Dr. Bolden’s podcast and mentorship initiatives  How he is helping students prepare for the NAVLE through coaching and mentorship  Key Takeaway Your title as a veterinarian is only one part of who you are. Creating a sustainable career in veterinary medicine requires space for authenticity, mentorship, and personal growth—because the healthiest professionals are the ones who remember they are people first. About the Guest Dr. Christien Bolden is a veterinarian, mentor, and host of the More Than a Dogtor podcast. A graduate of Tuskegee University, Dr. Bolden is passionate about supporting veterinary students and early-career veterinarians as they navigate the challenges of entering the profession. Through his podcast, mentorship work, and NAVLE preparation initiatives, he aims to create spaces where veterinary professionals can share their stories, support one another, and remember they are more than just their titles. Connect with Dr. Christien BoldenInstagram: @thebayouvetPodcast: More Than a Dogtor Email: drbolden@lebayouvet.com
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  How To Kill Hospital Culture: Group vs Individual Feedback 23.03.2026 27p

  Have you ever sat in a team meeting and heard feedback that clearly wasn’t about you… but suddenly you’re questioning if you’re doing something wrong? This happens in veterinary hospitals all the time. In this episode of Choose People Love Pets, Dr. Brianna Armstrong and hospital manager Phoebe Valdez break down a common leadership mistake that quietly damages culture: giving individual feedback in a group setting. It often feels easier. It feels less confrontational. But the unintended consequences can be huge. When leaders address individual problems in group meetings: • Top performers start questioning themselves • Underperformers don’t realize the feedback is about them • Anxiety increases across the team • Trust and psychological safety begin to erode If you're a veterinary practice owner, medical director, or hospital manager, learning how to deliver feedback to the right audience is a critical leadership skill. In this conversation, we walk through how to identify when something should be addressed one-on-one vs. with the entire team, and how to deliver feedback in a way that actually improves culture. In This Episode We discuss: • Why leaders often give individual feedback in group meetings • The hidden cost this creates for your top performers • Why underperformers usually don’t realize the feedback is about them • How vague feedback increases stress in veterinary teams • How to tell if a problem is a system issue or an individual issue • Practical scripts for having difficult conversations with your team A Leadership Reminder Avoiding hard conversations may feel kind… But as we discuss in this episode: Kindness without clarity isn’t kindness — it’s confusion. And when excellence and mediocrity are treated the same, the result is predictable: Your best people stop pushing… or they leave. Connect With Us If you're working through a leadership challenge in your hospital and aren't sure whether it's a group issue or an individual conversation, reach out to us. We love hearing from veterinary leaders. Follow us and send us a message on social: FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/  Subscribe to Choose People Love Pets If you care about building a healthier culture in veterinary medicine, this podcast is for you. Subscribe for conversations about: Veterinary leadership Practice culture Hiring and retention Communication with veterinary teams Running a thriving veterinary hospital  👍 If you found this episode helpful, please: - Like the video - Subscribe to the channel  - Share it with another veterinary leader ️ ❤️ It helps us grow the show and bring these conversations to more people in veterinary medicine. #veterinarymedicine #veterinaryleadership #veterinarypractice #vetmed #veterinarymanagement #practiceculture #vetlife 
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  Staying Relevant & Saying Yes with Dr. Gary Marshall 09.03.2026 1ó 37p

  Veterinary careers rarely unfold according to plan. They evolve through opportunity, relationships, timing — and often through saying yes before we feel fully ready. In this episode of Choose People Love Pets, Dr. Gary Marshall — practice owner, feline-focused entrepreneur, and longtime contributor to organized veterinary medicine — reflects on the winding path of a decades-long career. From building “Cat Class” for students across six continents to navigating leadership roles and professional transitions, Gary shares what saying yes created… and what it cost. This conversation explores: The hidden trade-offs of opportunity The cost of always saying yes — and the cost of always saying no Loneliness in leadership, even in rooms full of thousands Why customer service will matter more in a shifting economic landscape What younger generations are teaching the profession about agency How culture moves from philosophy to business infrastructure As veterinary medicine moves out of survival mode and into a more uncertain market environment, the question isn’t just how to grow — but how to evolve. This episode is about discernment, relevance, and building a career that reflects who you are — not just the titles you collect.  Key Takeaways • Saying yes can shape your career in ways you can’t predict — but every yes carries a cost. • Guarding boundaries is important, but rigidity can limit growth. • Leadership can be deeply lonely — belonging requires intention. • Culture isn’t soft — it’s structural to retention, client trust, and financial resilience. • Economic shifts will reward practices that never stopped prioritizing experience. • Younger veterinarians are modeling agency — and the profession is evolving because of it.  About Dr. Gary Marshall Dr. Gary Marshall is a veterinary practice owner and longtime leader in organized veterinary medicine. Over the course of his career, he has contributed to professional organizations, mentored students across the globe through “Cat Class,” and built a feline-focused practice aligned with his values and vision for modern veterinary care. Email: gmarshall@avma.orgLinkedin: https://www.linkedin.com/in/garymarshalldvm/ Instagram: @it.might.get.weird  Podcast: It Might Get Weird: Journeys In Veterinary Medicine Spotify https://open.spotify.com/show/3nzCLsF3xiIGeytyp8qDJW?si=08e194c78287445f Itmightgetweird.buzzsprout.com  Follow CPLP Podcast for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠  
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  Reframing Imposter Syndrome to Growth Syndrome  23.02.2026 24p

  Imposter syndrome is something we talk about constantly in veterinary medicine — but what if we’ve been thinking about it all wrong? In this episode of Choose People Love Pets, Dr. Brianna Armstrong and Phoebe Valdez explore a powerful reframe: what if imposter syndrome isn’t a sign that you don’t belong… but evidence that you’re growing? Through personal stories — including Brianna’s experience pitching her veterinary startup Skye Paws while still in vet school — they unpack how discomfort, self-doubt, and even anxiety often appear at the exact moments when identity expansion and leadership growth are happening. Together, they introduce the idea of “growth syndrome” — a framework for understanding why high-achievers and veterinary professionals often feel like imposters when stepping into new roles, leadership opportunities, or unfamiliar challenges. If you’ve ever wondered: “Do I actually belong here?” “What if they find out I don’t know what I’m doing?” “Why does growth feel so uncomfortable?” This conversation offers a new perspective — and practical tools to help you reframe the experience. What You’ll Hear in This Episode Why imposter syndrome may actually be a sign of growth The story behind Skye Paws and navigating first-time visibility How veterinary training shapes our relationship with competence and confidence The three elements of “growth syndrome”: Novelty Visibility Identity expansion Why waiting to feel ready keeps us stuck How to build confidence by trusting yourself through growth Practical strategies for navigating high-stakes new experiences Key Takeaways Confidence does not come before action — it comes from action. You don’t feel like an imposter when you stay small. Growth often feels uncomfortable because your identity is expanding faster than your evidence. Leadership requires becoming a beginner again. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠   
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  When You Realize You’re Not the Leader You Want to Be: Leadership Coaching with Dr. Kelly Cooper  09.02.2026 1ó 44p

  In this episode, our host Dr. Brianna Armstrong sits down with Dr. Kelly Cooper, veterinarian, former practice owner, corporate leader, and certified leadership coach, to explore the quiet realization many leaders have but rarely name: I’m not the leader I want to be—and I don’t know how to fix it. Kelly shares her journey from clinical practice to ownership, rising through the ranks at Banfield to the highest level before the C-suite, and ultimately making the difficult decision to walk away from a prestigious role to pursue coaching full-time. Not because she was failing—but because she wanted something more aligned. Together, they unpack what coaching actually is (and what it’s not), how leaders often don’t realize they need support until something breaks, and why awareness—not perfection—is the first step toward becoming a better leader. This is an honest, reflective conversation for veterinarians and leaders who care deeply, want to do better, and are willing to look inward.  In This Episode, We Discuss: The moment Kelly realized she wasn’t the leader she wanted to be Why many veterinarians struggle with leadership—and don’t know help exists The difference between coaching, therapy, and mentorship How coaching helped Kelly gain clarity, alignment, and confidence What a real coaching session actually looks like Why leadership growth often requires outside perspective How coaching can transform not just your career, but your relationships and wellbeing The idea that pain is inevitable—but suffering is optional  This Episode Is For You If: You’re a leader who cares deeply but feels stuck or stretched You’ve ever thought, “Why does this feel harder than it should?” You’re curious about coaching but unsure if it’s “for you” You want to lead with more intention, clarity, and self-awareness  About Dr. Kelly Cooper Dr. Kelly Cooper is a veterinarian and certified leadership coach with over 20 years of experience in clinical practice and veterinary leadership. After owning a practice and rising to a senior leadership role at Banfield, Kelly chose to step away from corporate leadership to focus on one-on-one coaching—helping veterinarians and leaders grow into the people they want to be, not just the roles they hold. drkellycooper@realityvet.com Linkedin: https://www.linkedin.com/in/drkellycooper/  Reality Vet: https://www.realityvet.com/   CPLP Podcast - Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠  
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  How AI Helped Us Better Assess Our Hospital Culture 26.01.2026 34p

  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. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠  
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  The Intentional Yes: How to Build Your Best Life with Dr. Natalie Marks 12.01.2026 1ó 44p

  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. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠  
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  Normalizing Asking For Help 29.12.2025 26p

  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. Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠  
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  Team Utilization & Building Trust with Suzanne Thomas, LVT 15.12.2025 1ó 31p

  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 Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠  
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  Building A Multimillion Dollar Practice Post-COVID With Dr. Alex Robb 01.12.2025 1ó 37p

  What does it really take to build a high-growth, high-culture veterinary hospital in a post-COVID world?While most practices have been navigating a slowdown in visit volume, difficulty hiring veterinarians, rising labor costs, and increasing barriers to access-to-care, Dr. Alex Robb has done the opposite.Goodheart Cherry Creek went from a brand-new practice to more than $6.8 million in revenue by year four — all during a time when many hospitals were reporting reduced demand and shrinking margins.In today’s episode, we dig into the operational discipline, leadership mindset, and people-first philosophy that fueled rapid, sustainable growth despite the industry-wide headwinds. This isn’t theory — it’s a blueprint for anyone opening a hospital or scaling one in a challenging market.🎙️ About the Guest Dr. Alex Robb is the Founding Veterinarian and Medical Director of Goodheart Cherry Creek (Denver, CO), part of the Goodheart Animal Health Group. Known for his people-first leadership style, operational clarity, and commitment to culture, Alex has built one of the fastest-growing hospitals in the region. 🔥 In This Episode We Cover:🏥 Building a Fast-Growing Practice From the Ground Up How Goodheart Cherry Creek hit $2M in year one, $4M in year two, and is now projected to close year four at $6.8M Why visibility, brand recognition, and market awareness matter more than people think What Alex learned launching in Denver — a competitive, fast-growing, urban market 👥 Hiring Ahead of Demand Why hiring “too early” is actually the key to growing fast Understanding support staff labor cost as an investment, not a liability How to choose the right people early in the journey — team members who can grow with the practice The values and “deal breakers” Alex looks for in every hire and every partnership 🌱 Culture as a Growth Strategy The virtuous cycle: how happy teams → happy clients → exponential growth Why operational clarity, organization, and emotional consistency matter in the lobby as much as in treatment Creating an environment where team members feel like it’s their practice too Building resilience and positivity into the day-to-day workflow 🗣️ Communication + Psychological Safety How Alex creates a culture where the team can give “hard feedback” safely Why great organizations don’t avoid problems — they address them openly How to lead through disagreement in a way that builds trust instead of breaking it The importance of being able to challenge each other respectfully (partners, leaders, team) 📉 Avoiding the Complacency Trap Why strong revenue can blind leaders to weak spots The mindset that keeps a hospital improving long after the initial growth curve Staying curious, hungry, and humble even when everything looks “successful” from the outside 📈 What Practice Owners Can Apply Today How to analyze your local market (visibility, competition, demographics) When to invest in labor and when to optimize labor Grounding growth strategies in simple, human principles The importance of being obsessed — in a healthy way — with making things better Dr. Alex Robb Linkedin: https://www.linkedin.com/in/alex-robb/ Dr. Robb's Goodheart Hospital: https://goodheartcherrycreek.com/ Follow for more:   FB: ⁠⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠⁠   IG: ⁠⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠⁠   LI: ⁠⁠https://www.linkedin.com/company/choose-people-love-pets/⁠⁠   
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  Hiring Red Flags & Trusting Your Gut in Veterinary Leadership 17.11.2025 15p

  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.Follow for more:  FB: ⁠https://www.facebook.com/profile.php?id=61556480229406&mibextid=LQQJ4d⁠  IG: ⁠https://www.instagram.com/choosepeoplelovepets?igsh=MTVzZjc4ZHE4MWd2NQ%3D%3D&utm_source=qr⁠  LI: ⁠https://www.linkedin.com/company/choose-people-love-pets/⁠