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We’ve all been there. You’re working with someone who’s perfectly competent – maybe even kind and considerate – and yet, something doesn’t click. You find yourself irritated, second-guessing, or simply drained after every interaction. You’re not sure why. You’re not even sure it’s their fault.
In veterinary practice, these moments often show up in the middle of a busy consult block, during a handover between vets and nurses, or when decisions need to be made quickly under pressure. When communication matters most, even small differences in how we think and respond can start to feel amplified.
What’s going on?
One of the most overlooked dynamics in our working relationships is the impact of social styles. The way we perceive others – and the way we’re perceived – is shaped by a complex mix of personality, environment, cognitive wiring, and life experience. And while diversity in social styles makes for stronger, more innovative veterinary teams, it can also make collaboration harder than it needs to be.
Social styles provide a simple yet powerful framework to understand these differences. And, more importantly, to work more effectively with people who don’t naturally “click” with us.
At the heart of the social styles framework are two behavioural preferences:
When we map these two preferences, we get four distinct social styles – each with their own strengths, stressors, and needs:
Drivers are action-oriented, direct, and results driven. They hate unnecessary “fluff” and value efficiency. Their primary need is control.
Amiables are empathetic, inclusive, and relationship driven. They avoid conflict and work hard to keep harmony. Their primary need is security.
Analytics are logical and methodical. They want all the facts before making decisions and value accuracy over speed. Their primary need is correctness.
Expressives are enthusiastic, creative, and emotionally open. They thrive on recognition, ideas, and connection. Their primary need is acknowledgement.
Understanding your own social style is just the beginning. The real value comes from understanding how your default style projects onto others and how it shapes your perceptions.
The result is: Misunderstanding. Tension. Conflict. And a whole lot of wasted energy.
We don’t need to change who we are. But we do need to develop the skill to adapt how we engage – especially in high-stakes, high-pressure team environments like veterinary practice.
We call this being “authentic, with skill.” It’s about understanding your default social style, and learning when and how to flex it in service of stronger, more effective relationships.
Armed with a deeper understanding of social styles, we can start applying these insights not just within our immediate teams, but also with clients and in our personal lives.
It’s not about labelling or stereotyping. It’s about curiosity, flexibility, and empathy.
We can’t control who we work with. But we can choose how we work with them.
Understanding social styles gives us a roadmap to do just that. It invites us to stop taking things personally, to stop assuming others think like we do, and to start building relationships that are less reactive and more intentional.
It’s not always easy. But it is always worth it. Because when we get this right, we create teams that not only work –but work well.
Dr Michael Powell is a veterinarian, business thought leader, and Director at Lincoln Institute of Veterinary Business. With more than 25 years of experience in veterinary practice, he is also the former owner of a multiple award-winning ASVA Accredited Hospital of Excellence known for its industry-leading commercial performance. Today, his professional passion lies in safeguarding animal welfare by empowering the veterinary professionals entrusted with their care. A committed advocate for the veterinary profession, Michael has led significant research into veterinarian attrition. In 2019, he completed a multinational study of 1,500 veterinary professionals, followed by the Global Veterinary Sustainability Survey in 2021. These studies revealed the scale, causes, and impacts of premature departure from clinical practice and identified opportunities to address the issue. In 2018, Michael formed and chaired the Veterinary Shortage Think Tank, helping initiate the first coordinated steps in Australasia to recognise and respond to the veterinary workforce crisis. In 2021, he led a world-first Veterinary Sustainability Pilot with Royal Canin involving 127 veterinarians across 25 countries, exploring how non-technical competency training supports resilience and professional fulfilment. Outside of work, Michael enjoys time with his family and dogs, and unwinds surfing, camping, hiking, and exploring the Sunshine Coast.
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