A physician on your team is struggling with communication. How can you give feedback that helps them improve?

An example of identifying the issue can simple be describing a specific interaction focusing the behavior and how the other person(s) felt during the encounter. Our physicians are intelligent and highly skilled, but they are humans who need development just like you and I. Improving physician communication skills is crucial for building trust with patients, family and care team. Communication is also vital in providing highly reliable care and outcomes.

I appreciate your ability to listen to others. ... "Thank you for always expressing your thoughts or concerns to me. ... "I know a lot of our work happens on the computer, making communication extra important. ... "I've noticed that you have strong communication skills.

It is important to offer constructive criticism in a supportive and empathetic way by finding a private and comfortable setting to discuss feedback with the colleague while ensuring utmost concentration with no distractions. Another way is by beginning a conversation with the colleague by first acknowledging his strengths and contributions to the team. I believe these can assist the physician in boosting his communication skills effectively.

I always believe in reveal myself to other team members first. They will respond to you as friends. Humble, good listener, empathy are good features to be good leader.

To identify the issue clearly, I would have feedback from his colleagues or team mates. If he has a red flag in communication, it would be higlighted by his or her colleagues. After receiving feedback, Assessing and filtering out the invalid feedback. I would put myself in his or her shoes, why would I behave in such attitude? Or why would I ignore some communication? Now I am ready to do the next step

Adding to the above, it is better in the first feedback sessions to be physical. The best would be a walk, that would make the 2 parties at ease and prepare the physician to listen actively and avoid him or her the discomfort of a the stress of a physical setting.

Making sure that sensitive matters should be discussed in private and not in front of colleagues that are not part of the issue to be discussed.

Any criticism tends to put the individual in a defensive mode. Giving feedback on a negative situation will be accepted much better in privacy

Rapport can be readily established by seeking any related (or unrelated) issues that the physician may have. The problem(s) uncovered in step 1 may be symptomatic of something else entirely.

Often confidential feedback is important . The timing of feedback should be as soon as possible . It also should be brief and role modeling should be offered when appropriate

Go with caution. - show that you care. - don’t make it personal. - focus on the patient. - use a neutral environment. - did I say show that you care?

Remembering that physicians are ‘smart cogs’ (to use a Drucker term) helps to leverage their intelligence, which aids emotional engagement. Brain-storming, rather than being didactic, aids understanding by both parties and leads to better, more enduring solutions. Partnering with the physician to find a solution is a similar approach that makes the situation or issue the problem, rather than the person. More than one problem may be solved with this approach. (This ‘sandwich’ method is colloquially referred to as a ‘shit sandwich’, as two appealing layers hold one that is unappealing)

In my point of view, the sandwich technique is effective when it is truthful For example: when highlighting the physician strengths, the feedback should be specific and real. Examples of actual situations with colleagues or patients would be an added value. That makes the physician feel that the conversation is genuine, and you as manager really did your home work and got to know him before providing guidance or support in his or her areas of improvement

Good way to reassure the teams and the physical behaviours and team.. it’s a way to strengthen the team work and the communication in between.

The sandwich method is and has proven to be successful during encounters with physicians. Even though there may be feedback that needs to be given, there is always something you can praise them for. Finally encouragement will go a long way. Remind physicians of the important work they do. Share inspiring stories with them as well.

Can't agree more, when receiving feedback as a manager, try as much as possible not to be defensive, you can ask for clarification, however, the five words that you should use is "Thank you, Tell me more"

Listening and solving the problem immediately according to patients complains is the main and primary responsibility of the physcisn

Listening is number one. Open ended questions about the specific skill or mastery should be included at the beginning of the feedback conversation

Rewarding is very important at first to enhance and support the newly acquired behaviour However make sure as a manager that Rewarding is based on KPIs matrix monitoring. This transparency prevents any perception of favoritism among the team.

Reinforcing the feedback shows that you take helping the physician serious and really want to help and support. Along with reinforcing show the physician the progress they have made along with rewards for their work. Continuous remind them you are available to help support them and to help them succeed.

After the initial feedback it is important to follow up so to show this is important for you and negate any attempt to ignore the advice. Positive reinforcement is always nice to receive so giving it on a change you requested and is being done will help keep the change

It is very important to understand the perspective of the physician. Does the physician feel they are struggling? Has something in the work environment or even home life changed that the physician is reacting too? Are they feeling overworked, are there signs of burnout? Is this a pattern or an isolated incident? The answers to these questions (and many others) would, by no means condone the poor communication. However, they will provide a better understanding as to what, in the physicians world, may be contributing to the behavior. Having this information will help guide the conversation about the performance as well as the plan for improvement.

Communication is key! If a physician, or any professional for that matter, is struggling with communication, I would certainly listen first and foremost. What is the biggest challenge? What would be the most effective way for that physician to be able to meet the the recipient where they are at. Has the physician received any tools or coaching to be an effective communicator. A great books is Crucial Conversations- highly recommended to help navigate challenging and interactions. Setting up the professional for success by being an advocate for effective communication and collaboration is an important foundation.

In addition to the above, after identifying the specific concern and hearing the physician’s story, consider role play to practice suggested communication strategies.