Strong physician leaders can improve patient care and overall hospital quality, as well as inspire and motivate their teams. But among all of this responsibility, it can be easy for physicians to put their own personal development on the back burner. Hospital administrators can prioritize individual growth by helping clinicians set goals, giving them the tools to achieve these goals, and offering incentives for high performance.
Here are a few individualized aspects of a leadership development program to consider:
360 assessments can address strengths and weaknesses to give physicians a “birds-eye view” of their day-to-day performance, and also demonstrate how they fit into the larger hospital system.
A personal growth plan for each clinician can identify development priorities and strategies for improvement. This plan should include solid goals and success metrics.
Educational resources should be convenient and easily accessible to allow physicians to receive and process information on their own schedules. Online webinars, such as those offered by the Health Advisory Board, are an example of these resources.
For our clinicians, we’ve incorporated these features and more into the Sheridan Leadership Academy. In our next post, we’ll discuss the role of collaboration in a group setting to encourage high-performing leaders.