Tuskegee's Dean Ruby Perry on Leadership

In honor of African-American History Month

By Donald F. Smith, Cornell University

Ruby Perry DVM, MS, DACVR is Interim Dean of

Tuskegee University College of Veterinary Medicine, Nursing and Allied Health

In a blog recently posted on this site(1), I described the five veterinary college deans who had graduated from Tuskegee University during the 1970s, and questioned what motivated such an impressive number to pursue positions in academic leadership.

Interim Dean Ruby Perry (Tuskegee 1977), a board-certified radiologist who spent her career at Tuskegee and Michigan State University, graciously allowed me to share her personal story. “I can’t tell it myself,” she explained, “because it’s too intensely personal, but perhaps you can write it for me. It’s a story that should be told and maybe it will help someone pursue a leadership position.” 

Ruby Perry, DVM, MS, DACVR

Interim Dean, College of Veterinary Medicine, Nursing and Applied Health

Tuskegee University

(Photo by Tuskegee University)

Dean Perry acknowledged that many factors framed her personal and professional life.  “My journey involved risks," she said, and acknowledged with much gratitude her mother's admonition to seize the moment whenever it presented itself.  “Because you are Black,” her mother told her when she was in high school, “and because you are growing up in rural Mississippi in this civil rights era, you will only get an opportunity once.  Don’t let it pass you by.” Dean Perry elaborated,

I grew up in the Deep South in the small Mississippi town called Tougaloo, right across the street from a historically Black college by the same name. The college served as the base for gatherings and meetings of civil rights leaders visiting her area. The local community, of which my mother was a prominent member, provided refuge and food for the leaders, and supported their plans and their strategies to advance desegregation.

Though still a young girl, Ruby witnessed her mother’s passion and her unrelenting commitment to use the gifts and abilities that she had been given to help the cause. By her words and actions, Ruby’s mother indirectly “charted my life” by pushing her to take a leap of faith to make a difference toward the common good.

As the middle child of five, Ruby felt “boxed-in,” and that perhaps pushed her toward developing a spirit of independence. Though her siblings received the same opportunities for an education, Ruby’s mother perceived that she was different. She was highly inquisitive by nature and she had a desire to explore the world and its opportunities. Ruby’s mother encouraged her, putting her in a typing class that eventually helped her through college. Though Ruby would have preferred playing basketball like other children, “I got cut in the first round anyway”, so my mother’s decision turned out to be a fortuitous decision.

The defining event in Ruby’s teenage life was becoming one of the students chosen by her mother and other community leaders, in collaboration with local Civil Rights leaders, to officially desegregate the high school adjacent to the neighborhood where she lived. “I was pulled from my African American high school in Jackson, Mississippi, to be one of five African American students to enter the 10^th grade in an all-white high school.”

Though the five students were unwelcome and had no social interaction with their white classmates, they all survived to graduation. There continued to be no association with the school whatsoever when they were unexpectedly invited to their 40th class reunion. Two of the five had died and a third could not be located.  Only Dr. Perry and one other former student attended what turned out to be an emotional conclusion to an untenable 40-year estrangement.

Many of my classmates remembered what we had endured and came up to us and apologized. The former school principal was even there and he made a special effort to meet with us to talk about those three years at his high school during the height of the Civil Rights Movement. He also expressed remorse for how we had been treated by him and by others on his watch. The choir director, who had refused to allow us to join the school choir when we were in high school, invited us to sing in the Class Reunion Choir.  It was an extraordinary event.

           

Dr. Perry cited two other principal factors in her passion for leadership: mentors and friends. She ascribes to the notion that a circle of mentors is essential to an individual’s growth and development.  “I have many mentors who have not only motivated me, but provided guidance and afforded opportunities along my career journey”. She feels fortunate to continue to have a mentorship circle of those who believe in her and encourage her to be the agent of change for which she has the capacity, desire and interest. She singled out for special gratitude the women veterinary deans whom she had met at the recent deans’ meeting in Naples and to whom she felt a special kinship during their van drive from Naples to Orlando. In another dimension, she talked about the African American veterinary deans whose willingness to share their experiences and keep in touch with her means so much. 

Finally, Dean Perry recognizes the importance of true friends. “Though persons in this group are few,” she acknowledges, “they are long-lasting supporters.” In her development as a leader, friends who have helped her improve her self-awareness by giving honest and direct feedback without being judgmental, have been critical to her success.  

During a workshop on Women's Leadership I co-presented recently at St. George's University in Grenada, I described Dean Perry's admonition to seize opportunities and not let them pass by. Sitting in the front row was Dr. Annie Corrigan, a member of the faculty, who almost leapt from her seat as the picture of Dean Perry flashed on the screen.  Without hesitation, she turned to the assembled students in the rows behind her and told them how the former section chief of radiology at Michigan State University--Dr. Perry had spent 17 years at MSU--had mentored her years before. 

Mentee and mentor, receiving and giving, throughout her career.  Dean Ruby Perry has been more wave than ripple in the ever-expanding circle of mentoring and leadership.

1.  Smith, Donald F. Five Tuskegee University Veterinary Graduates from the 1970s Become Deans. www.veterinarylegacy.blogspot.com, January 15, 2015.

AVMA Vice President Candidates Discuss Mentoring and How to Advocate for Veterinary Students

By Donald F. Smith, Cornell University

July 20, 2014

I recently posted interviews with the two AVMA president candidates, Drs. Larry Dee and Joseph Kinnarney.[i]  Today’s story is a follow up on the other officer election that will be decided by the House of Delegates (HOD) July 25^th, preceding the annual convention in Denver. An earlier interview conducted by AVMA staff was reported in the July 15, 2014, issue of the JAVMA, and also on line.[ii]

Email responses to four questions I posed to the two candidates, Dr. Rebecca Stinson and Dr. Mark Russak, are below.

Regarding Mentoring:  The concept of mentoring has received a great deal of attention recently. What are your thoughts about mentoring programs for veterinary students, especially as it relates to seeking support and advice from those outside the traditional veterinary college environment?  

Dr. Mark Russak:
Mentoring means very different things to different people….From improving veterinary technical skills to personal and professional finance success, as well as, life balance and satisfaction. I believe there is room for various modes of mentoring because it is not just about veterinary medicine but it is about being the best you can be professionally and personally. So far, long distance mentoring has not proven to be very successful. There is nothing like a one on one conversation and a personal relationship.  Over the last several years I have worked closely with AAHA and Vet Partners in developing a hands on mentoring program and toolkit... This is goal orientated, measurable and flexible for the mentors and the mentee. I truly believe this will be the answer to true mentorship in Veterinary Medicine. This is the link: https://mentorship.aahanet.org/.  I am proud to have been an integral part developing of this toolkit over the last several years.

Dr. Rebecca Stinson:
I am a firm believer in the concept of mentorship.  During my years of being active in organized veterinary medicine, I have seen many organizational models come and go within AVMA and through other groups including state VMAs, and AAEP.  I have learned from these experiences that a mentor is often a moving target.  The truly great mentors in our lives are often the ones that have identified themselves as mentors. These are the people who have invited me to visit their practice or other work environment, have invited me to become involved in AVMA, state associations, etc.  Mentorship changes constantly and our mentors for different phases of life will change as well.  Many of us will find one mentor who helps with career decisions and someone completely different who can offer advice on balancing personal and work opportunities.  The role of organized veterinary medicine will hopefully be to continue to expand the database of people that you have the opportunity to interact with in a meaningful way.  This will allow people to continue to form relationships that will help them throughout careers and life.  A mentor may not have to be around the corner but they will let you know that they are always there when you need them.

Regarding Women’s Leadership in the AVMA:  You are both well aware of the gender makeup of the AVMA leadership, whether in the House of Delegates, the Executive Board, or the AVMA senior staff.  Please comment about the current composition of the senior AVMA leadership (voluntary and staff), and discuss how you would address many students’ concerns about the fact that the leadership profile and the student profile appears so different to them. 

Dr. Mark Russak:
It is obvious that the current leadership of AVMA does not YET reflect what our profession physically looks like…..but it is changing. Leadership positions require our leaders to have time and experience so it is not surprising how our current leadership has appeared until recently. In the past several years, the gender shift has been occurring rapidly within the profession and I contend women are moving into more leadership positions. They are starting to catch up. For example, in one major veterinary organization, the current AAHA board of directors is composed 7 women and 1 man and it is a young board. This was not done by chance or through affirmative action it was done by proactively seeking the BEST and most competent persons for the position. It so happens that women were the best fit. Competency is always the key to a successful organization. AVMA must proactively pursue and welcome all competent potential leaders regardless of gender. It will not be long before the AVMA leadership reflects the appearance of all of our profession. This will be the natural progression that we are already starting to see.

Dr. Rebecca Stinson:
This is a challenging question.  When we look at the current makeup of the AVMA Executive Board, we see three women effective in July with one of those a staff member, one a non-voting but powerful position, and a newly elected District Director.  The AVMA continues to become more accessible to women interested in leadership roles and if you look at the committee and council structure, you will note a substantial number of wonderful female leaders rising through the current leadership models.  Similarly, the House of Delegates is predominantly male but continues to change in its makeup with each passing year.  I feel that the organization needs to continue to foster new leaders from all demographics and seek out ways to increase involvement by women as well as several other cohorts.  Additionally, the AVMA will need to continue to strive to keep leadership roles relevant to the next generations of veterinarians by being mentors and reaching out to those around us in our profession and helping the future leaders to see the rewards from being involved.  I hope that by being a woman working to be involved in leadership of AVMA that I may help to influence another generation to become involved and take the opportunity to continue to move the organization forward for the generations after.

Regarding the Current Role of Vice President: Some perceive the VP role to involve a great deal of time and effort in travel to veterinary colleges). Nonetheless, travel is often considered an impediment when people consider becoming candidates for the position. While you are both fully committed to this investment of time and effort, is there perhaps a different way—a better way perhaps—to fashion the position so that your successors can be selected from the broadest possible range of qualified candidates? 

Dr. Mark Russak:
I have been traveling to Veterinary Colleges for the last 5 years plus. I have logged over one quarter of a million air miles in the last 2½ years. I know and understand the rigors of travel. I am young at heart, and in great physical health. I retired young and I am a widower so I have all of the time needed to handle this position. This will be my FULL TIME JOB. That being said, in today’s technologically advanced world there are multiple ways of delivering messages, webinars, podcasts, social media etc. etc. They all have their place but there is nothing like communicating in a face to face conversation through interactive presentations. I have developed numerous personal and long lasting relationships with young veterinarians throughout the country and it would have been difficult to cultivate credibility and trust without face to face interaction. This is a very dynamic position and I believe any candidate for this position understands the commitment necessary to fulfill the requirements and objectives of AVMA Vice President.

Dr. Rebecca Stinson:
Although I recognize that we have great opportunities to increase contact with others via non traditional means, I do feel that having a personal interaction at the schools continues to be important.  During my work on the Task Force on Governance, potential retooling of the position was given a lot of consideration. We had a large amount of feedback from the students that they felt that the volunteer leader visit was essential in keeping AVMA in touch with the students around the country and at the chapters beyond our borders and the Associate group at St. Matthews. Additionally, we need to continue to interact with the faculty at the colleges to understand the unique expectations they have of the organization. I think that we can continue to strive to improve the level of interaction by potentially adding some virtual visits in addition to the one in person visit to each school. The SCAVMA president networking opportunities seem to act as an added means to keep the schools aware of challenges one another are facing and help this new generation of veterinarians realize how much we have in common regardless of where we reside. It may be possible to improve the distribution of travel having additional volunteer leaders share in the role of the in-person visit. 

Regarding the Potential for Student Impact: Today’s students are bright, passionate, committed and have boundless energy. In the position as Vice President, how could you help students reach their full capacity having an impact on the future of veterinary medicine? More specifically, please identity one significant challenge that students face today, and share how you might advise them how they could go about finding a solution to the problem, either individually or collectively.

Dr. Mark Russak:

I believe the most significant challenge for our veterinary students and young associates is the debt to salary ratio in the current job market. It is not sustainable. Our young DVMs have no control over many of the factors that are contributing to this challenge. The best way to overcome this is taking the opportunity to become a highly productive veterinarian as soon as possible. This is a win- win- win….more productivity with client adherence equals efficiency and higher income for the associate, the practice and better medical care for the patients. Large or small animal, client bonding and trust is the key to successful practice. Most veterinary schools are not teaching or placing enough emphasis in this area. Curriculums are full and it is difficult to find time in the curriculum for non-technical skills…..what I call success skills. It was my mantra in private practice and this is what I was teaching during my time in academia and what I have been teaching in my seminars for many years.  I have seen the positive impact it has had on student careers and success. I hope to continue sharing this information with students as AVMA Vice President.

Dr. Rebecca Stinson:
The opportunities for students to impact the future of veterinary medicine continue to expand almost daily.  Students are asked to participate on several leadership entities at AVMA including Councils, committees and Task Forces.  The AVMA PAC has also opened up opportunities for students to have a voice and participate in the Advocacy on behalf of the membership.  Students who have participated in these volunteer roles or in the AVMA externship programs have often been very excited to see that the individual can have even in an organization as large and diverse as AVMA.  I would like to take the opportunity during school visits to introduce not only my story of being engaged but also those of other volunteer leaders from the region.  The make up of our leadership is only as good as the people who are willing to step forward.

Doubtlessly, the largest challenge for students today is the concern for financial stability.  A potential solution may be to work to reconsider pre-requisites for admission to include some basic business education in at least personal financial planning and management.  This could be potentially be addressed through the Economic Division in combination with the Council on Education and the AAVMC.  Having a basic understanding prior to entering veterinary school may help students to carefully evaluate the debt they are taking on and the process of contract negotiation.  Although this alone is unlikely to correct the difficult financial picture, it may help to start to chip away at the problem.

Lastly, I would like to speak to all of my colleagues, current and future, and say thank you for counting me as a part of this profession.  I feel blessed every day that I can always say that I AM a VETERINARIAN.

On behalf of all of the readers of www.veterinarylegacy.blogspot.com, I extend my sincere thanks and appreciation to both Dr. Russak and Dr. Stinson.

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[i] Smith, Donald F. AVMA Presidential Candidates Discuss Governance, Future Scope of the Profession and Advocacy. Perspectives in Veterinary Medicine, July 7, 2014.

[ii] Nolen, R. Scott (interviews). “The next AVMA vice president. Russak and Stinson explain they’re up for the job.”  Journal of the American Veterinary Medical Association. July 15, 2014. 245(2).

Dr. Smith welcomes comments at dfs6@cornell.edu

Women's Leadership Development Workshop Featured at the 2014 AVMA Convention

Donald F. Smith, Cornell University

Co-author, Julie Kumble, Women's Fund of Western Massachusetts

Posted July 11, 2014

If you are coming to Denver for the AVMA Convention, consider enrolling in the workshop for Women’s Leadership in Veterinary Medicine.

What: Women’s Leadership Development Workshop (AVMA number 16518)
When: Friday, July 25th 1:00 – 5:00 pm
Where: Colorado Convention Center: 702
Attendees: Veterinarians, veterinary students, technicians, and administrative staff in organized veterinary medicine. MEN particularly welcomed.
Cost of Workshop: $60.00 (student and trainee scholarships still available), contact Dr. Smith at dfs6@cornell.edu

Presenters:

• Julie Kumble, MEd, Interim CEO, Women’s Fund of Western Massachusetts
• Donald Smith, DVM, Professor of Surgery and Dean Emeritus, Cornell University

Kumble and Smith are both founding members of the Women’s Veterinary Leadership Development Initiative.

       

Julie Kumble, MEd	Donald F. Smith, DVM
Interim CEO, Women’s Fund	Professor and Dean Emeritus,
of Western Massachusetts	Cornell College of Veterinary Medicine
(Photo provided by Julie Kumble)	(Photo provided by Dr. Smith)

  

Outline of Workshop

Session I. I:00 - 1:50

The Critical Role of Women in Veterinary Leadership

Lecture on the current status of women's leadership within the four main areas of veterinary medicine (practice, professional associations, academia, and industry) including an overview of the factors contributing to the leadership gap and critical elements to closing the gap.

Session II. 2:00 - 2:50

The Role of Mentoring in Career Advancement

From deans to industry professionals to veterinary medical association leaders, nearly all women praise and appreciate the role of mentors in their success. This session explores the elements that make for successful mentor/mentee relationships, and helps participants identify resources for finding the right mentors for them at different career stages.

Session III. 3:00 - 3:50

How Women Lead in a World They Didn't Design

Lecture and interactive discussion using case studies on three key areas: grassroots relationship, "contrapuntal management," and sustaining critical mass.

Session IV. 4:00 - 4:50

Practicing Essential Leadership Skills: Trauma-free Negotiation, Public Speaking

This highly interactive session will allow participants to practice and develop some key leadership skills.

Veterinary students are especially invited to attend this workshop. When we presented a similar program earlier this spring at Cornell1, many of the students were concerned by the current state of women’s leadership in the profession. However, they were also encouraged by the opportunities that lay before them. One of the participants was Michelle Forella, president of the Cornell Student Chapter of the Women’s Veterinary Leadership Development Initiative (WVLDI). She summarized her feelings this way,

Since we began the conversation, I have been equally surprised by the barriers my classmates already face, and awed by the motivation they have to overcome them. It is exciting to know that we are entering this profession with a network of colleagues already dedicated to promoting equal opportunities for women.2

Michelle will be attending this workshop, as will Becky Donnelly, another Cornell WVLDI officer. She adds,

From every new statistic that I read to each conversation that I engage in regarding women’s leadership, I become more motivated not only to break down models that prohibit women from attaining leadership positions but to also encourage my peers and colleagues to pursue any and all leadership opportunities.3

The attendance limit is approaching as we draw near to the convention, so consider enrolling now before it is too late.

Dr. Smith welcomes comments at dfs6@cornell.edu

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1 Smith, Donald F and Julie Kumble. “Women’s Leadership in Veterinary Medicine: A Course for Veterinary Students.” Perspectives in Veterinary Medicine April 2, 2014.
2 Forella, Michelle (President, Student Chapter of the Women’s Veterinary Leadership Development Initiative), email to Donald F. Smith (Cornell University), July 7, 2014.
3 Donnelly, Rebecca, (Officer, Student Chapter of the Women’s Veterinary Leadership Development Initiative), email to Donald F. Smith (Cornell University), July 8, 2014.

A Male Veterinary Student Reflects on a Course in Women's Leadership

Guest Author: Drew Enders, Cornell University, Class of 2015
Posted April 30, 2014

Editor’s Note:: Drew Enders is one of three male students who joined 32 female colleagues in a one-day symposium on Women’s Leadership in Veterinary Medicine held at Cornell University on March 1, 2014.1 A requirement of the course was to interview a woman veterinarian regarding her experiences in some aspect of the profession. Drew’s takeaways from the course and his summary of the interview with Dr. Jessica Platz of Colonial Veterinary Hospital in Ithaca, NY are reported in this story.

Donald F. Smith

I’ve spent the majority of my life, and most importantly the last three years, in a classroom. It was no different on the first Saturday of March when I walked into Cornell’s first symposium on women’s leadership in veterinary medicine. I was one of only three males in attendance – daunting odds to anyone who hasn’t gone to veterinary school in the last two decades. Admittedly, I was a little wary at first, not because of my minority group status, but that as a male, I wouldn’t get much out of a women’s leadership course or that my opinion on the subject would be an affront to the group of female pioneers around me.

To my surprise and delight, that weekend discussion was completely worthwhile and I feel like my eyes were opened to an omnipresent issue that I was ignorant to beforehand. Throughout the one-day interactive seminar we focused on exploring the role of women and their unequal representation in veterinary leadership. Some of the major themes of the day included discrimination, career ambitions, balancing work with family, applying for and negotiating for associate positions in clinical practice, and mentorship.

 

Drew Enders, DVM Class of 2015, participates in a mentoring exercise

with three female colleagues (two from his class and one from the Class of 2016) at the course,

Women’s Leadership in Veterinary Medicine.

(Photo by the author, 2014)

The discussion was so fruitful that it prompted me to interview a close friend about her experiences as a young veterinarian. Dr. Platz graduated from Mississippi State University where she earned both the MS and DVM degrees. Since then she has become a certified veterinary acupuncturist, completed a rotating small animal internship, and now works as an associate in a small animal hospital. I chose to interview Dr. Platz because she has accomplished so much in the three short years that I have known her. Furthermore, I value her opinion and have been grateful for the helpful advice she has shared with me over the course of our friendship. Our interview was stimulating, free flowing, and intriguing.

I was, and continue to be, baffled by the dichotomy between the overwhelming majority of women who make up veterinary classes and their severe underrepresentation in higher positions. Dr. Platz told me that she is not surprised by the inequality,2

Men naturally lean towards more power positions in their early careers; whereas, women both want to work and have a family. I don’t see that changing. The onus is on women to come up with ways to get more involved in leadership positions and find a better balance between work and family.

I asked her if she thought it was harder for women to advance themselves in veterinary medicine or the workforce in general. “Yes”, she said, “child-bearing is the crux women bear and it’s something we can’t control, but that issue isn’t as big an impediment as it once was.”

Stereotypical gender roles with regards to child-care responsibilities are no longer as strong as they were in the past. More women report the desire to have fulfilling careers, while more men are expressing their desire to become more involved in family life and becoming stay-at-home dads.3 Although veterinary medicine may lag behind in this trend, I believe female veterinarians are the epitome of driven, career-seeking women and they need to work to create more of a gender balance for child-care responsibilities in the family.

With regards to leadership roles, Dr. Platz reiterated my own feelings by saying more people in power positions are older and that the older men in power now came from a generation where men made up the majority of veterinary professionals. I believe with time, as newer, younger generations predominately composed of women, begin to take on those positions, a shift will occur in the leadership.

Despite the naturally-occurring shift, the current situation begs us to question, “Why wait?” Strong, independent, brilliant women currently make up the majority of this profession and must make a stand so our leadership reflects their representation.

It’s difficult to control discrimination on all levels, but in a professional setting it shouldn’t be tolerated. During the symposium, an alarming number of my peers relayed stories of experience with male private practice owners who admitted to being hesitant to hire new female graduates because of their fear they would be starting a family soon. These stories struck a cord with me. If the women’s leadership initiative is to succeed, this level of duality, the male and female agenda, in the profession can no longer be tolerated. New graduates are on the precipice of long, rewarding careers after having spent almost two decades in school. They should not have to choose between starting a family and having a career.

I asked Dr. Platz what she would like to see change for women in veterinary medicine. She said she would like to see practices begin to offer paid maternity leave, citing the progressive thinking of other countries that offer both paid maternity and paternity leave. Sadly, at this time she couldn’t name a practice that did offer it. I followed up by asking if she thought most women would feel comfortable bringing up the idea of starting a family during a job interview and Dr. Platz did not think they would. It’s ironic that the idea of starting a family has become taboo in a profession predominantly composed of women.

I find it shameful that women are faced with the dilemma of hiding their desire to start a family from a potential employer out of fear they won’t be hired. I believe women need to defend their self worth and assert their convictions. If they feel like they need to interview for a job under a shroud of deception, rather than with honest open dialogue, then perhaps they need to reevaluate if that practice is truly the place they want to work. At the same time, male veterinarians need to support their female colleagues; excellent qualifications should be the only requirement to fill a position. The workforce at most practices, both veterinarians and veterinary technicians, is overwhelmingly made up of women. Both employer and employees need to be able to discuss family openly so workforce adjustments can be made for the benefit of the entire practice.

At the symposium, we also discussed strategies to improve negotiating skills that included exploring dual MBA programs or devoting clinical externship time to pursuing business externships.

Personally, I can’t imagine the success of the women’s leadership initiative without both genders working together to improve the profession. I had never explored the subject of women’s leadership prior to the symposium and decided to attend with the hope of taking away something new. I had no idea how fascinating the intricacies of the women’s leadership initiative is or that I would walk away from that day with lingering thoughts.

I felt immense pride not only for myself, but also for my male peers who also decided to come in on a weekend and show support for the advancement of women’s leadership. It’s critical that male veterinarians recognize the need to support their female counterparts to ensure the continued betterment of the profession. Since the symposium, I have promoted the ideas of the women’s leadership movement with my peers on my clinical rotations. So many of my colleagues (male and female) are unaware of the initiative and I enjoy remaining connected to the movement by serving as liaison between the symposium and the hospital. I am already looking forward to next year’s gathering and hope my distribution of information will prompt more of my colleagues to participate.

 

1 Smith, Donald F and Julie Kumble. Women’s Leadership in Veterinary Medicine: A Course for Veterinary Students. Perspectives in Veterinary Medicine. April 2, 2014.
2 Platz, Jessica, MS, DVM (Colonial Veterinary Hospital, Ithaca, NY). Interview with Drew Enders (Cornell University DVM student) conducted in person March 8, 2014, and April 18, 2014.
3 Ludden, Jennifer. Stay-At-Home Dads, Breadwinner Moms And Making It All Work. National Public Radio, May 15, 2013.

Dr. Smith welcomes comments at dfs6@cornell.edu

This story is also posted at www.veritasdvmblog.com

A Veterinary Student Interviews a Veterinarian Astronaut, Dr. Rick Linnehan

Guest author:  Aziza N. Glass, Cornell DVM Class of 2015

Editor’s Note: As a class project, third-year Cornell DVM student, Aziza Glass, interviewed one of the only two veterinary astronauts in history. Before coming to Cornell, Aziza graduated from one of the earliest and most historically-important public colleges in the state of Texas, Prairie View A&M University. I chose her paper because of its connection to One Health and because Aziza demonstrated that even prestigious and time-challenged veterinarians will almost always take time to talk to an interested student.

Donald F. Smith

As a veterinary medical student, I appreciate comparative medicine and the promotion of animal health and well-being. As a research scientist, I appreciate the scientific method and the process of creating new knowledge. Recently, I was able to combine both of my passions by attending the National Space Biomedical Research Institute Apprenticeship at NASA’s Johnson Space Center.  While participating in the program, I became aware of the fact that veterinarians had been to space. One in particular was of interest to me.

Author Aziza Glass, Cornell University DVM Candidate

(Photo by Julie Kumble during Women’s Leadership Symposium, Cornell University 2014)

Rick Linnehan graduated from The Ohio State University College of Veterinary Medicine in 1985. He entered private practice, and then completed a joint internship at the Baltimore Zoo and Johns Hopkins University in zoo medicine and comparative pathology. In 1988, he entered the US Army Veterinary Corps and was appointed the chief clinical veterinarian and Officer in Charge for the Navy’s Marine Mammal Program. He completed the Army Medical Department (AMEDD) training at Fort Sam Houston. Four years later, Linnehan was accepted by the National Space and Aeronautics Administration (NASA) and began a year-long training program as an Astronaut Candidate (ASCAN) working with flight software, payload development, and flight support in preparation for future assignments as a mission specialist aboard the space shuttle. Although he is not training for missions these days, Dr. Linnehan has flown into space four times, logging 58 days and six space walks.

Dr. Linnehan during one of his several Extra-Vehicular Activities (space walks).
(Photo by NASA)

Contacting an astronaut is a big deal, and being able to get on his schedule for a class assignment is practically a long shot. However, something told me to go for it, and I did. Countless emails later I finally got a response. Anxious would be the best way to describe my mindset as I called Dr. Linnehan (yes, it was on his cell). I immediately relaxed as he answered the phone and introduced himself and proceeded with small talk.

Taking a deep breath I moved forward with my first question: “What was your easiest transition from veterinarian to astronaut.”

It’s best not to categorize the transition as easy or hard. It was on a whole different level. You’re being stretched to the limit, learning new things that a veterinarian would never normally have to learn. Essentially the training was massive memorization—sometimes mind numbing—training your mind to recall and operate almost automatically, something akin to “muscle memory.” You’re trained to respond, immediately and operationally, to real time emergencies that literally can be life or death if not acted on correctly and with alacrity. It’s a new level of learning that’s in a category all to itself.

Though Dr. Linnehan had many mentors during his veterinary career, he went through the
“pressure cooker” of the astronaut corps training like everyone else, including mission specialists and pilots alike. “It’s easy to give up when things get hard. I was constantly told you couldn’t do this or that. But you have to learn not to write yourself off too quickly. Be somewhat stubborn. Stick to it. Sometimes just being the last person standing means you win.”

I told him, “My Dad says, ‘Sometimes you gotta win ugly, but it’s still a win.’” He replied, “…Tell your Dad he’s a smart man.” “Thanks, I will” I said.

Dr. Linnehan’s background as a veterinarian taught him to rapidly identify and diagnose apparent programs, follow correct procedures, and to “fix things.”  He reminded me that the veterinary mindset and training prepares you by spanning multiple species, differing physiologic facets and diagnostic regimes. “Vets are already extremely well-prepared for being astronauts by how we are taught to operationally think—and take action.”

When I inquired how he has been able to use his platform to advance the field of veterinary medicine, Dr. Linnehan responded that he has not been able to do as much as he would have liked. Then he became candid, saying that part of the reason is that the veterinary medicine status quo has become refractory to change.

We have to get away from the mindset that the practice of “traditional” veterinary medicine is bounded. Historic perceptions of what and who we are as a profession must change, and this “expansion” must start at the veterinary colleges and also with the public health sector.

The One Health global veterinary initiative must be given more than lip service and embraced as the next stage in the evolution of the veterinary profession as we enter the new millennium. Currently veterinarians are under-represented and under-utilized and are not in the necessary leadership roles we are best suited for—of any of the health professions—in the complex and critically-important global health forum. We, as a profession, are the ideal people to guide these conversations and enact positive public health change and quality of life benefits for all species that share the planet.

My goal is to find a way for veterinary schools to expand from the classical mindset and include the global One Health Initiative as a crucial part of veterinary theory, education and practice skills sets. Emerging Infectious Diseases (EIDs)/zoonoses, conservation and sustainability, agriculture/mariculture, toxicology, genomics, public health, etc.; veterinarians are better trained and possess the diagnostic armamentarium to handle these vanguard issues. We have the potential to redefine the perception and definition of what it means to be a veterinarian. We need to be at the top of the global health infrastructure pyramid to perturb how the private and public sectors perceive our value as veterinarians.

Being the only veterinarian in the astronaut corps, it was difficult for other more traditional astronaut recruits to understand why a veterinarian was there.  For that matter, it was equally as confusing for some members of my own profession to grasp why I wanted to become an astronaut. For the most part, I had to give up my clinical life and passion for exotic/marine veterinary medicine in order to do it. But, it was important to prove what veterinarians could do it and how well prepared they are to delve into any presumable untraditional field and succeed.

To round out the interview, as well as satisfy my own curiosity, I asked Dr. Linnehan which one animal he would most like to take with him on his next space flight, and why.  “I think it would be the dolphin,” he answered.

Cetaceans evolved and live their entire lives in neutral buoyancy, and that’s the closest thing on the planet in terms of emulating the microgravity environment of space. In fact, we do our Extra Vehicular Activities task training in a giant water pool called the Neutral Buoyancy Laboratory to simulate the microgravity of space with all its difficulties in adapting and working in a space suit outside the space shuttle or International Space Station. It would be interesting to see how quickly dolphins adapt to the space environment as compared to land mammals – us.  Actually, a great si-fi novel, “Startide Rising” by David Brin, posed the same question, and it’s stuck with me ever since. Yeah, I’d take a dolphin.

After he answered my last question, I grinned from ear to ear. This had been awesome.  I’m most grateful for Dr. Linnehan’s candidness and honesty. I thanked him for the interview, and he congratulated me on making it to my third year of vet school. His advice? “Enjoy it.”

Then he left me with this tidbit. “You know, I always wanted to go to Cornell, but I didn’t get in. I grew up in the New England area, and we had only one New Hampshire contract available. So I’m sort of jealous right now.”

Yeah, this had to be the highlight of my week.

Dr. Smith welcomes comments at dfs6@cornell.edu

This blog is also available at www.veritasdvmblog.com

A Veterinary Student Interviews Practicing Veterinarians to Help Prepare for Her Career

Guest Author: Elizabeth Newsom-Stewart

Note: The original and complete version of this story 

will be posted on March 19 at www.veritasDVMblog.com

Editor’s Note: Elizabeth Newsom-Stewart is a second-year DVM student at Cornell University who recently interviewed a veterinarian to fulfill her assignment in a class I teach, Veterinary Medicine: The Versatile Profession. I chose her paper to reprint here because it speaks cogently to the important issue of whether or not new graduates need to do an internship to feel qualified to enter veterinary practice.  Because of Elizabeth’s desire to become involved in the leadership of the profession through organized veterinary medicine, she interviewed another veterinarian who has provided leadership at the regional and state levels in New York.

Donald F. Smith

There are two aspects of the veterinary profession that are important to me: being an excellent clinician who practices high quality medicine and surgery, and being a leader in organized veterinary medicine. Those issues were best addressed by veterinarians in two different stages of their careers; therefore, I interviewed two different women. First, I interviewed Dr. Angela Silva (Indriolo), a 2011 Cornell graduate, and we discussed issues relating to transitioning from the role of a veterinary student into that of a practicing veterinarian. I also interviewed Dr. Linda Tintle, a 1981 Cornell graduate, regarding leadership in organized veterinary medicine.

 

Elizabeth Newsom-Stewart, Cornell DVM Class of 2016

Photo Taken during Rural Area Veterinary Services Rotation

(Photo provided by Ms. Newsom-Stewart)

I chose to interview Dr. Silva because, as a relatively recent graduate, I felt that she would have a helpful perspective on how to develop oneself into the best veterinarian possible, especially during the crucial first few years post graduation. Dr. Silva spent two years as a small animal general practitioner at Bond Animal Hospital, a busy general practice in White Plains. She has now transitioned to a practice that is closer to her home. Dr. Silva is a certified veterinary acupuncturist, is certified in stem-cell therapy, and has completed a course at Colorado State University in client communication, called the FRANK program.  Dr. Silva now lives with her husband and two standard poodles in Somers, New York. As I did an externship with her in the past, I know that she is an excellent veterinarian who also maintains a healthy work-life balance, and I therefore felt that she was a perfect person to interview.

Because I am questioning whether or not to do an internship, I asked Dr. Silva her opinion. She feels that an internship is an appropriate choice if a student does not feel confident enough to practice upon graduation, but she insists that one can become an equally excellent clinician without one.  She explained that, for a new veterinarian who really cares about their patients, the first year of practice is “like an internship, with a much higher salary.”  By this she meant that a new graduate will need to spend hours every night speaking with specialists and diagnostic laboratories; and doing research in order to provide the best patient care.

The negatives of doing an internship also include that they may not be as relevant to what a general practitioner may encounter. For example, she explained that one of her friends finished an internship “being able to easily formulate a ten-drug treatment plan for kidney failure, but unable to do a cat spay in under an hour.”  Interns may also gain little experience in the practicalities of general medicine, such as client financial constraints, client communication, and moving in a “step-by-step manner” that moves with the client’s needs instead of in opposition to them.

Very notable to me was her statement that, “You graduate knowing how to practice good medicine, but not how to work with your clients [towards a common goal].”  She explained that client communication is one of the most critical aspects of practice, but is not effectively taught or learned until after graduation. A helpful tip that she gave me was to pursue additional training, such as the FRANK program that her employer, Dr. Aspros, sent her to Colorado State University to obtain.

 

On a similar note, Dr. Silva also emphasized the importance of mentorship—finding a practice owner who is aware of the challenges faced by new graduates, and who is willing to mentor as needed. Although it seems obvious, many new veterinarians also do not seem to realize how important it is that they find an employer who practices high quality medicine and surgery, because a new graduate will be following most of their practice policies and recommendations for several years. We also discussed issues such as the importance of continuing education, being proactive about honing skills, maintaining a work-life balance, and working well with technicians, staff, and practice owners.

Although interviewing Dr. Silva was extremely helpful for me, I still had questions with another aspect of veterinary medicine; that is, becoming a leader in the veterinary profession as a whole. To that end, I decided to interview Dr. Linda Tintle, founder and owner of a small animal general practice in Wurtsboro, New York.  Dr. Tintle is very active in the Hudson Valley Veterinary Medical Society, the New York State Veterinary Medical Society (NYSVMS), and is a past member of the Dean’s Advisory Council at Cornell. She is president of the Orange County Animal Emergency Service, and is active in the Shar-pei community, having been involved in research of breed specific disorders and the Chinese Shar-pei Club of America.

My many questions for Dr. Tintle may seem very basic, but I truly did not know the answer.  For example, what does being involved in “organized veterinary medicine” actually mean?  What, practically, does one do on a daily basis?  What is the purpose of the state society?  What about the regional society?  How does one get involved?

Dr. Tintle was patient and knowledgeable. She described how the regional society is mainly involved in local issues, including continuing education and the addressing of ethical complaints or issues between veterinary colleagues.  At a state level, she told me how the state society is essentially a liaison between veterinarians and the New York State government, which establishes laws, policies, and regulations that influence the way veterinarians are permitted to practice.  For example, issues regarding the legitimacy of equine dentists, a bill making debarking illegal under any circumstances, and restrictions on having compounded doses in a clinic have a very real effect on veterinarians, and the state society works to make the impact of these laws as minimally detrimental (and hopefully as beneficial) as possible.

The NYSVMS also tries to assist its members in other ways, such as providing health insurance, educating its members on legal matters such as those described above, as well as more managerial issues like hours and employee restrictions. They provide continuing education opportunities through biannual conferences in conjunction with Cornell, and also have run a veterinary accreditation program to help clinics meet the New York State practice standards and abide by all the legislation that applies to them.

Because it is very important to me to be involved in organized medicine, I asked Dr. Tintle how one can go about that as a new graduate. She said that many regional associations are eager to find new people to serve. She explained that there are so few veterinarians interested in being involved that many members remain in the same position for several years out of necessity.

Additionally, she told me of a great program offered by the NYSVMS that is aimed at developing the leadership abilities of new graduates. It is run by the Committee for Leadership Advancement, and essentially helps new graduates transition into leadership roles. The program can also help with other issues facing new graduates. If I practice here in New York, I will absolutely take advantage of that opportunity; if I go elsewhere, I will know what to look for in whatever state I work.

I found both of these interviews to be very helpful, and an excellent opportunity to answer questions that will help me build my career in the future. Mentorship is so important in becoming a great clinician, and in being productive member of the profession as a whole. I will absolutely remember the advice that both women gave me, and put it into action as I move out of the student role into the role of a practicing clinician and member of the national veterinary community.

By Elizabeth Newsom-Stewart, DVM student, Class of 2016, Cornell University