Practical AI for Vet Med: Use Case #1 with Anthrophic's Claude Projects
Creating desirable difficulties enhances learning, so I've built and trialed some projects you can try. This is the first of four planned articles.
We are often, even inevitably, the sum of our surroundings and experiences, and I take no small amount of inspiration from the world around me. I like smart people, and lately I’ve had the good fortune to get to know a bunch of them.
I met internists in Europe, I met GPs in Seattle, I talked with some startup founders and honest-to-goodness big shots from planet-sized corporations. It was a lot of fun.
A recurring question regarding the use of artificial intelligence is the need for practical advice. My oh-so-insightful advice had been “just try it,” figuring everyone will find a use for it.1 But that very specific advice, I acknowledge, is probably not terribly helpful.
So I’m revising my answer a bit, and offering some “practice problems” for trial and testing. These are the DIY AI equivalent of clinical vignettes. This is the first one of a planned four of these demonstration/DIY projects. I’ve included examples from my work and used a few different large language models to do it, the first one is Anthropic’s Claude. I’m using the paid versions of these models, but hey, the Substack is free, and trying all of these for a few days won’t cost you more than $50.
You Get What You Pay For
I encourage using the paid models because they’re just better. If you want to get the hang of what AI can do for you, you should use the versions that offer the best demonstration of utility. The free models just aren’t. You’re unimpressed by the free versions? Yeah, me too, that’s why I put a crowbar in my wallet and pried out the whopping sum of $20/month.
Honestly, I’m as cost-conscious2 as the next veterinarian, but quality matters.
Anthropic’s Claude and Projects
I’m going to start with my favorite use. Anthropic is a startup AI company with a few billion in investment dollars from the likes of Amazon and Google. Their model is called “Claude,” and, in my opinion, is presently the best model available for writing tasks.
It doesn’t do everything that ChatGPT can do, but it has a feature called “Projects” that I really like.
The features includes elements like context retention (allowing users to retain context across multiple chats), collaboration (if you have a Work plan, you can share the results across multiple users), and a customizable knowledge base.
This last bit is super cool, because it means you can upload your own documents and files to the Project and it’s as though the LLM has been trained on your specific materials. That’s incredibly useful when you’re going through specific documents or working on esoteric information.
It also has a known context window, which means it will tell you how much user-provided information it can handle.3 Some LLMs will take all the information you provide, and not use it and fail to tell you which context is being included in the answers. They’re all “fixed” windows, but they’re not all “known.” I prefer to have the possibility of less context and have it be a known context than to be effectively clueless about context.4
Practice Problem: Culture Building
Culture is crucial. Communicating culture is at least as important as having a good one. My communication style is such that I occasionally have a hard time getting my point across, sometimes moving by apparent teleportation rather than in a linear fashion, and I want to do a better job of explaining it to my hospital’s employees—especially the newer ones.
How am I going to do that? I rarely work in a linear fashion, so I started at the end, with identifying the desired outcomes. I compiled a bunch of positive reviews about my hospital, our list of core values, and some of my favorite stories from the past few years. I want to start with happy client experiences, combine those with our list of core values, and maybe tell some favorite culture-building stories to illustrate the ethos and identity mythology of the practice.
That sounds… exhausting. This sounds like it’ll take hours and hours of work, and I don’t always have hours and hours of free time with half a dozen employees, four dogs, three cats, two kids, and a veterinary hospital to operate.
Short Version
Compile relevant documents for project.
For this project I used positive client reviews, a list of our core values, and stories I’ve written about happy outcomes for clients and patients.
Upload documents to Claude Project.
Can be uploaded as documents or text.
Prompt Claude to generate ideas, material, strategies, and implementation plans.
Generally, the more detailed the prompt, the better the output.
Expect that iterations and revisions will be necessary.
Long and Detailed Version
So here’s what I’ve done:
Had my staff compile into a document all the positive reviews of the hospital and any honest negative reviews.
Sometimes we screw up and get bad reviews. We should own that.
Some people make stuff up on the internet. They tell fish stories about how they had a terrible experience (I refused to euthanize a sick-but-curable pet, offering to treat the pet for free and find it a new home) or how unprofessional I was (I laughingly turned down a client’s challenge of a fistfight in the parking lot). Those aren’t valuable because they’re not true.
Upload the documents to a Claude Project feature.
I also added “good client stories” and a list of the hospital’s core values via the “add text” function. As well as a text copy of a post I published.
I prompt Claude in Projects as follows:
“Using the resources at hand, I'd like you to come up with a way to communicate to my newer staff members that these sort of experiences for people are our desired outcome. We want to do right by people, and we want to create a way of explaining/showing this to our employees. We will later create a strategy to deliver this created material.”
Response:
“Based on the provided documents, I can suggest a compelling way to communicate your desired outcomes to newer staff members. The core of your message should revolve around the values, experiences, and ethos displayed in these materials. Here's a concept for presenting this to your employees:
"The Old Ridge Way: Compassion in Action"
This framework would highlight key aspects of your practice's philosophy:
1. Always Do the Right Thing:
Use Dr. Tancredi's story about Otis as a prime example. Emphasize how the practice went above and beyond to save a life, even when it wasn't the most financially beneficial decision.
2. Compassion and Empathy:
Highlight reviews that mention the staff's kindness and understanding. For instance, the review from Melissa C. about her bulldog Tater shows how Dr. Tancredi's empathy made a significant difference.
3. Skill and Determination:
Use the Otis surgery story to illustrate how the practice values continual learning and the courage to tackle difficult cases. Emphasize the willingness to consult resources and colleagues when needed.
4. Community Service:
Mention how the practice has helped in emergency situations, even for non-regular clients, as seen in Julie M.'s review about helping a neighbor's injured cat.
5. Building Trust:
Showcase how the practice builds long-term relationships with clients through honest communication and genuine care, as evidenced by multiple positive reviews.
6. Work-Life Integration:
Use Dr. Tancredi's letter to his son to illustrate how passion for the work integrates with personal life, creating a meaningful career that sometimes requires sacrifices but is ultimately fulfilling.
To present this to employees, consider creating:
1. A short video series featuring client testimonials and staff experiences that embody these values.
2. An employee handbook that includes these stories and principles, explaining how they guide daily operations and decision-making.
3. Regular team meetings where staff can share their own experiences of putting these principles into action, fostering a culture of shared values.
4. A mentorship program pairing newer staff with experienced team members who exemplify these values.
5. Visual aids around the office (posters, screensavers) featuring key quotes from reviews or Dr. Tancredi's letter that encapsulate the practice's ethos.
By consistently reinforcing these principles through various channels, you can create a strong cultural foundation that guides your staff in delivering the caring, skilled, and community-oriented service that defines Old Ridge Veterinary Hospital.”
This is a very strong start for both shaping the guidance and planning the implementation. There’s definitely some work to do in cleaning it up, starting with downplaying my role in all this and emphasizing the contributions of other members of the staff. Let’s ask for help.
Prompt:
“From the perspective of effective leadership, help me create a strategy to deliver and then reinforce these values to the staff.”
Response:
“From an effective leadership perspective, here's a strategy to deliver and reinforce these values to your staff:
1. Initial Rollout: "The Old Ridge Way" Launch
# The Old Ridge Way: Implementation Strategy
## Phase 1: Preparation and Anticipation (2-4 weeks)
- Create anticipation by hinting at an upcoming important announcement
- Prepare materials: employee handbook, presentation slides, video testimonials
- Train key staff members to be "Values Ambassadors"
## Phase 2: Launch Event (1 day)
- Host an all-staff meeting or retreat
- Dr. Tancredi presents "The Old Ridge Way" personally
- Share powerful stories and examples from practice history
- Distribute new employee handbooks
- Interactive sessions for staff to discuss and relate to the values
## Phase 3: Immediate Follow-up (1-2 weeks)
- Daily team huddles focusing on one value per day
- Encourage staff to share examples of values in action
- Begin "Value of the Week" program
## Phase 4: Ongoing Reinforcement (Continuous)
- Monthly "Old Ridge Way" staff meetings
- Quarterly awards for staff exemplifying values
- Regular updates to handbook and materials with new stories
- Incorporate values into performance reviews
- Mentorship program pairing new hires with "Values Ambassadors"
## Phase 5: Community Integration (Ongoing)
- Share "The Old Ridge Way" with clients through newsletters
- Host community events showcasing the practice's values
- Encourage staff to participate in community service aligned with values
## Phase 6: Evaluation and Adjustment (Every 6 months)
- Survey staff and clients on value alignment
- Analyze key performance indicators
- Adjust strategy based on feedback and results
2. Consistent Communication
- Use multiple channels: emails, staff meetings, one-on-ones, visual reminders
- Share real-time examples of staff embodying these values
- Create a dedicated Slack channel or internal forum for value-related discussions
3. Lead by Example
- Ensure leadership consistently demonstrates these values
- Share personal stories of how you've applied these principles in challenging situations
- Be transparent about decision-making processes that align with these values
4. Empower Staff Ownership
- Create a rotating "Value Champion" role among staff
- Encourage staff to propose new ways to live out these values
- Implement a peer recognition program for value-aligned actions
5. Integrate into Daily Operations
- Incorporate values into decision-making frameworks
- Use values as a reference point in case discussions and problem-solving sessions
- Include value alignment in client communication strategies
6. Training and Development
- Develop training modules for each core value
- Offer workshops on applying values in challenging situations
- Include value-based scenarios in new hire onboarding
7. Measure and Reward
- Create KPIs that reflect value alignment (e.g., client satisfaction, community impact)
- Implement a value-based bonus or recognition system
- Highlight value-aligned actions in performance reviews
8. Continuous Improvement
- Regularly solicit feedback on how well the practice is living up to its values
- Host quarterly "values check-in" sessions to discuss challenges and successes
- Be open to evolving the values as the practice grows and changes
9. Client Integration
- Share your values with clients through various touchpoints (website, in-office materials)
- Encourage clients to provide feedback on how well the practice embodies these values
- Feature client stories that highlight how your values have positively impacted their experience
10. Community Engagement
- Organize community events that showcase your values in action
- Partner with local organizations that align with your values
- Encourage staff to participate in value-aligned volunteer opportunities
By implementing this comprehensive strategy, you'll create a culture where "The Old Ridge Way" becomes deeply ingrained in every aspect of your practice. This approach ensures that your values are not just words on a page, but guiding principles that shape daily actions and decisions.”
This is most of the work being done in a matter of minutes rather than hours. That’s going to let me go back to doing the things like seeing patients and spending time with family that hold more value. This work of leadership and management is important, but it can be hard to find the time. Further, it’s not what I trained to do. Veterinary medicine takes very little time for the support and infrastructure things that keep organizations running well. If you’re in a leadership role, your job isn’t done when all the patients are seen.
Last prompt:
Can you turn this into a flow chart or create a graphic to help me visualize implementation?
Response:
The LLM delivered an image, which can be found here.
Final Notes
I like this as a use case as well as a practice problem because I think it illustrates a few things very well.
First, it shows the difference in functionality and capability between a free version of a model and a paid version of the model. At the time of this writing, the paid versions seem to be so much better that I wouldn’t advise using the free versions.
Second, it will give the user a sense of the jagged edge of performance. Some things the AI will do very well, others the user will do better. By using a body of work with which the user is familiar and pursuing an outcome defined by the user, we can start to develop a sense of the gap between the LLM performance and the user performance. That’s a very valuable thing.
Third, the outputs will quite likely be useful to the user. I don’t like wasting time, and this is designed to be a useful, guided project.
Finally, I think this will demonstrate that while the LLMs are powerful and add value to the work, it will also be necessary for the user to revise and refine the outputs before publication. While the LLM can get you most of the way there, it cannot be relied upon to create a perfect output that needs no revision. The LLM will augment the user’s work, but not replace it.
Let me know what you think! Next one is up next week!
Do better, Doc. Honestly.
Read: inveterately cheap.
It’s a 200,000-token context window, said to be equivalent to a 500-page book. My experience is that it’s closer to the 200- to 300-page range.
When it comes to context in social situations, evidence suggests that my token window seems to be less than would be needed for optimal outputs.