Mentoring is at the top of the list when new veterinary graduates look for jobs in practice, ranked higher than location, people, or even compensation.1 Effective mentoring relationships lead to greater veterinary career success and satisfaction.2 Strong, supportive mentoring programs are particularly critical during career transitions, and it’s hard to think of a bigger transition than entering practice.3 While large corporate practices can create extensive formal mentoring programs, independent veterinary practice owners can establish mentoring relationships that are equally as effective. Doing so requires recognizing and respecting three areas: Prioritizing the mentoring relationship and process, choosing the topics for mentoring thoughtfully, and a dedication to complete honesty.
Prioritize the relationship
Like any other relationship, the mentor-mentee partnership needs clear ground rules, understood and agreed to by both parties. The number one rule: both participants must give the mentoring relationship the time and attention it needs, even (or especially) on days when the waiting room is backed up and your favorite canine patient has just tried to eat the clinic’s resident cat. If you’re a mentor, be there for your mentee when they are under stress. Dr. Lori Teller, AVMA Past President, described her best mentors as those who “were willing to stop what they were doing, hear me out, and give advice.’4 This simple description highlights the three most critical aspects prioritizing being a mentor: making time, listening, and supporting your mentee.
Select the right mentoring topics
Simply pairing a mentor and mentee and saying ‘go forth and mentor’ does not lead to success. Whether you are a mentor or mentee, the goal is to improve the mentee’s performance in some specific area. That requires selecting a specific skill, recognizing the mentee’s current and desired skill level, and ensuring that the mentor truly possesses the expertise to help improve. Veterinary residents have reported stronger mentoring in clinical topics, yet non-clinical, interpersonal skills are critical to success in private veterinary practice.5 Mentoring relationships can address technical skills (improving the performance of a particular diagnostic or treatment technique), interpersonal skills (for example, handling difficult clients or providing feedback to other staff members), or business skills (for example, hiring and understanding financial parameters). Regardless of the topic, both the mentor and the mentee must agree on the topic and the mentee’s specific goals. For instance, ‘being able to conduct a euthanasia while maintaining one’s own emotional composure’ is a more specific goal than ‘becoming better at handling emotional situations.’ Equally important, both mentor and mentee need to agree that the mentor has the necessary expertise and can provide clear feedback and suggestions.
Embrace unflinching honesty
Successful mentoring requires both honesty and vulnerability. Both mentor and mentee will share stories of their weaknesses and even their failures. Both must be willing to describe and analyze these experiences, ask thoughtful questions, and invest time and consideration into the answers. This is particularly crucial for non-technical skills, where there may not be one ‘right’ answer. The goal is for the mentee to develop their own ways methods, not to mimic the mentor. While a mentor can offer suggestions for approaching difficult euthanasia appointments, for example, the mentee must be willing to explore with the mentor what worked for them and what did not. This allows the mentee to reflect on their experiences in what have been called the ‘problematic realities of the workplace.’6
Three keys to success
Gen Zers prefer informal and collaborative learning and expect their employers to provide meaningful mentoring opportunities.7 In every veterinary practice and for any skill, the three key aspects of respecting the relationship, choosing the correct topic, and remaining honest throughout, are absolutely essential for mentoring success. With them, you can make a huge difference. Without them, your mentee is likely to struggle, and both mentor and mentee will be disappointed losing a significant opportunity. By investing your time and effort in thoughtful, honest, mentoring you can develop a more skilled, confident, and loyal team.
References
- AVMA Chart of the Month: New Veterinarians Prioritize Mentorship. Published 13 June 2023. Accessed 17 July 2025 Available online: https://www.avma.org/blog/chart-month-new-veterinarians-prioritize-mentorship.
- Niehoff, B. P., Chenoweth, P., Rutti, R. ‘Mentoring within the veterinary medical profession: veterinarians’ experiences as protégés in mentoring relationships.’ J Vet Med Educ 32.2 (2005): 264-271.
- Tait J., Carpenter T., Davidson, S., Kendall, T., Lakoski, J., Neff, J., Williams, F., Worth, A. ‘The American Animal Hospital Association Mentoring Guidelines.’ Published 27 June 2023. Accessed 4 June 2025. Available online: https://www.aaha.org/resources/2023-aaha-mentoring-guidelines/
- AVMA News ‘AVMA Award Winner made her own luck, friends along the way.’ JAVMA 263; 7:836-837.
- Furr, M.O. & Raczkoski, B.M. ‘Perceptions of training, self-efficacy, and mentoring among veterinary clinical specialty trainees.’ JAVMA 259.5 (2021): 528-538.
- Roland, K. ‘Experiential learning: Learning through reflective practice.’ IJCDSE 8.1 (2017): 2982-2989.
- Barhate, B. & Dirani, K.M. ‘Career aspirations of generation Z: a systematic literature review.’ Eur J Tr and Dev 46.1/2 (2021): 139-157.
