Physician Leaders and Feedback

The Problem: Feedback is essential to Physician success. And yet, the medical profession has built-in barriers to feedback that create stress, and limits (even prevents), Physician Leader effectiveness.

Feedback is critical to job effectiveness – particularly in professions where learning is constant, and skills must be continuously refined. Even laypeople know that norms of the medical profession can silence many who would offer physicians helpful feedback The barriers to open and honest communication only get higher when the physician is in a leadership role.

Why the lack of feedback is problematic:

• Withholding feedback can complicate or compromise quality of care
• Medical providers and leaders are problem-solvers, and feedback relays information essential to high-stakes decisions
• Successful working relationships depend on open, honest communication
• A profession that requires continuous development also requires a perpetual acquisition of information

Some reasons feedback for Physicians is so rare are rooted in how they receive training. There’s often a clear hierarchy with formal communication, feedback is largely corrective, and trainees aren’t encouraged to give feedback to their leaders. As they move through their careers, most Physicians “climb the ladder” without much leadership training – and may underestimate the importance of giving and receiving feedback constructively.

While Peer Reviews can provide an opportunity for feedback, they may not be as helpful as hoped: Typically originating from complaints about problems with clinical decisions/outcomes peer reviews are designed to be corrective rather than promote a growth mindset. Even though skilled Peer Reviewers may offer helpful feedback about the physician’s interpersonal and leadership behavior, the interaction itself is focused largely on the clinical aspects of the role.

Physician Leaders feel pressure to be perfect, and respect their colleagues in this way, as well – these standards may deter them (and others) from sharing needed information. Finally, the medical “caste system” dictates that when Physician Leaders do receive feedback, it is likely to be delivered largely (or only) from other physicians.

The Solution: Develop the habit of sharing and receiving feedback: 

• Focus on building a culture of feedback – and reap the benefits of doing so
• You may need to teach others how to share feedback with you (and signal that it's safe
  to do so)
• Physician leaders deserve both professional preparation and support when they transition into new roles
• Use an anonymous and confidential means of gathering and receiving feedback – a survey (designed specifically to support Physician leadership growth)

Remove the feedback barriers. Demonstrate strong leadership by insisting on building a consistent and honest culture of feedback – and everyone will benefit.

Click here to learn more about how to support Physician Leaders.