In the day-to-day life of a veterinary practice, leadership often emerges where it’s needed but not always where it was planned.
Sometimes it happens gradually – an experienced RVN starts coordinating the rota, a veterinary surgeon begins mentoring newer colleagues, or a receptionist naturally becomes the go-to person on the front desk. Other times, it’s a formal step up: a promotion into head nurse, practice manager, or team leader.
Whether they’ve grown into the role over time or been officially appointed, these are your first-time managers – and they play a crucial role in how your practice functions day to day.
While clinical and technical excellence are non-negotiable in veterinary care, they don’t automatically translate into confident leadership or effective people management. So how can practices recognise, support and develop their first-time managers to avoid overwhelm or disengagement taking hold?
Why do first-time managers need support?
Veterinary professionals are trained to deliver high standards of care, work under pressure and solve practical problems. However, what they’re not usually trained for is:
- Managing conflict between team members or across shifts
- Delegating tasks without micro-managing
- Motivating and engaging teammates whose roles and pressures vary widely
- Communicating expectations clearly and confidently
These are learned skills – and when someone is promoted without guidance, it can dent confidence and create unnecessary stress. For employers, this often shows up as hesitant decision-making, communication breakdowns, or tension within teams. Not because your new manager isn’t capable, but because they haven’t yet been given any structured support.
Supporting first-time leaders is therefore good business and great care.
How can you support new managers in veterinary practice?
So, what does practical support look like? A proactive approach goes beyond informal mentoring. It gives new managers tools, frameworks and confidence to act with purpose. Here are so
Formal, structured leadership and management training
Structured learning can make a noticeable difference in giving new managers tools, frameworks and confidence to act with purpose. Many practices are now choosing recognised leadership and management programmes designed specifically to support emerging leaders in workplace settings. Here are a few training pathways that can work well for first-time managers:
ILM Level 3 Award in Leadership and Management
Perfect for those new to leadership roles, the ILM Level 3 Award in Leadership and Management is a 12-week introductory course that builds the foundations for effective people management. The programme covers essential skills in communication, motivation, and problem-solving, supporting first-time managers to lead teams confidently and handle workplace challenges with professionalism.
At just £550, it’s an accessible first step, and you can even spread the cost using one of our Loans2Learn loans. Over two years, that’s just over £25 per month for 24 months*, making it an affordable and achievable way to begin your leadership journey. Read more about this course
*Based on current fees and interest rates. Awarding body fees not included.
Power Hour Leadership and Management Webinars
Our Power Hour CPD webinars are designed for busy veterinary professionals who want focused, practical guidance on leadership and management topics that matter most in veterinary practice. Each one-hour session tackles real-world challenges like:
- Managing conflict in your team
- Improving communication between clinical and non-clinical staff
- Building resilience and emotional intelligence
- Leading through change and growth
Real Stories: Meet Laura, Practice Manager & Leadership Alumni
After qualifying as an RVN in 2007, Laura transitioned into practice management and completed leadership and management training with us – all while balancing leadership responsibilities and family life.
“During the course I project managed building a brand-new practice as our current surgery had become too small due to rapid growth. My tutors were amazing support, encouraging me and giving me courage to lead the project. Everything I learnt on the course helped me immensely and I could use the skills in real life. I am incredibly proud of myself and thankful to the tutors who supported me to get here.”
Mentoring from experienced leaders
Pairing a new manager with an experienced practice leader creates a safe space to ask questions they might not raise elsewhere. A mentor can help them sense-check tricky situations, prepare for difficult conversations, and reflect on what went well (and what didn’t). This kind of guidance builds confidence much faster than leaving someone to navigate people issues alone.
Protected time to lead
It may be helpful to allow dedicated time for first-time managers to lead team check-ins, one-to-one conversations, and planning and organisation. Without this, leadership may feel like an added burden instead of a core responsibility.
Clear role expectations
New leaders often struggle because expectations are vague. A simple written outline of what they are responsible for, what decisions they can make independently, and when to escalate concerns removes uncertainty and reduces stress.
Regular check-ins with practice leadership
Short, structured catch-ups with a practice manager or partner can make a huge difference. These meetings should focus on celebrating progress, reviewing team development, and discussing leadership challenges openly. This reinforces that leadership growth is an ongoing journey, not a one-off event.
Peer support networks
First-time managers can benefit hugely from knowing they’re not alone. Encouraging them to connect with other supervisors, either within a larger practice group or through external professional networks, allows them to share experiences and solutions.
Encouraging reflective practice
Simple habits like keeping notes after challenging conversations or reflecting on team meetings help new managers recognise their progress and refine their approach. Many structured leadership programmes naturally build in this reflective element, but practices can reinforce it informally too.
Supporting first-time managers is about equipping people with the capabilities to understand different communication styles, coach and develop others, make confident decisions, and build team cohesion and resilience. When first-time leaders feel prepared, the whole practice benefits from improved morale to higher client satisfaction.
Explore leadership and management courses for veterinary professionals here.