View from the Board: The card game that changed how I lead teams

Several years ago, I attended the AAHA Conference when it was held in San Diego. During one of the management sessions, the speaker broke us into groups to play a card game. Each group received a deck of cards and a sheet outlining the rules. We played a couple of rounds until everyone felt confident. Then we played again, and the winners from each group were asked to stand, receive recognition, and move to a new group.

When we started the next round with newly mixed groups, the atmosphere shifted. The room grew quieter, and there was noticeable tension. Eventually, someone asked, “What are you doing?” The games came to a halt, and the speaker invited us to discuss what was happening.

We quickly discovered that each group had been given a different set of rules–rules that weren’t compatible with those of other groups.

The purpose of the exercise was to highlight the challenges of integrating new team members and recognize how they were shaped from their previous environments. When someone joins a veterinary practice, they may bring experience from a workplace with a very different culture, protocols, and expectations. They are likely skilled and capable, but initially, it may not appear that way to their new coworkers. Just like in the card game, the framework they’re used to operating within may not align with your practice.

Earlier this year, my practice expanded into a second location. Our new team is skilled, knowledgeable, and confident in their daily operations. At the same time, we integrated team members from our original location, a transition I anticipated would be challenging.

On the day of closing, I shared the story above with both teams. It became an important reminder that, while we are all playing the same “game,” we haven’t always played by the same rules. We are all practicing veterinary medicine together, but we’ve each been shaped by different environments and systems.

It takes time and intentional communication to meet each other where we are, align our mission and procedures, and create a smooth transition.

The next time a new team member struggles, consider this: are they playing the wrong game, or just by different rules? Alignment doesn’t happen on day one. Every individual brings a lifetime of experiences that influence how they work. When team members support one another through training, set realistic goals, and respectfully hold each other accountable, progress follows. Then, the real fun can begin.

Paige Andersen, DVM, is managing partner of TimberCreek Veterinary Hospital in Manhattan, Kansas, and is AAHA Vice President for 2025-2026.

Photo credit: © American Animal Hospital Association

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