Disruptive Behavior |
Intervention Processes |
|---|
|
1. PATIENT MANAGEMENT, for example:
- Lack of respect for the other person’s treatment plan
- Disagreement over treatment plans
- Non compliance with protocols or guidelines
- Uncooperative multidisciplinary, patient care
- Disagreement over the role of “spirituality”/religion
|
- (1) Discussion Questions
- (2) Personal Strengths and Weaknesses
- (3) Peer Review
- (4) Personal Improvement Plans
- (7) Code of Conduct
- (8) Shared Values
- (10) When You __________, I Feel __________
- (11) Triangulation
- (12) Perception
- (13) Moments That Worked
|
|
2. PHYSICIAN PERFORMANCE, for example:
- Questionable clinical judgment
- Questionable outcomes
- Unacceptable clinical productivity
- Unacceptable level of non clinical activity
|
- (2) Personal Strengths and Weaknesses
- (3) Peer Review
- (4) Personal Improvement Plans
- (5) Participation Matrix
- (7) Code of Conduct
- (8) Shared Values
- (13) Moments That Worked
|
|
3. PERSONAL PROTOCOL, for example:
- Poorly defined expectations relating to communication
- Poorly defined agreements for call coverage
- Lack of protocol for medical errors
- Undefined expectations for fostering camaraderie
- Ineffective personal styles or time management
|
- (3) Peer Review
- (7) Code of Conduct
- (8) Shared Values
- (13) Moments That Worked
- (31) Mission Statement
|
|
4. PERSONAL CONFLICT OR UNACCEPTABLE BEHAVIOR,
for example:
- Rudeness to other physicians, providers, or patients
- Unfairly competing for patients or surgery schedules
- Up-coding
- Ignored fatigue, or burnout
- Disputed contracts between the physician and employer
|
- (2) Personal Strengths and Weaknesses
- (3) Peer Review
- (4) Personal Improvement Plans
- (7) Code of Conduct
- (8) Shared Values
- (9) Mirroring
- (10) When You __________, I Feel __________
- (11) Triangulation
- (12) Perception
- (13) Moments That Worked
- (14) Transactional Analysis
- (15) Meeting Dynamics Analysis
|
|
5. MEETING DYNAMICS, for example:
- Lack of equal participation
- Autocratically lead meetings
- Discussions that fail to create decisions or action plans
- Meetings with an unclear purpose
|
- (7) Code of Conduct
- (15) Meeting Dynamics Analysis
- (16) Forming-Storming-Norming-Performing
- (17) Group Think
- (18) Force Field Analysis
- (19) Story Boards
- (20) Power Voting
- (21) Blind Voting
- (23) Effective Action Plans and Agreements
- (24) Role and Responsibilities of a Facilitator
- (27) Governance Documents
|
|
|
6. PHYSICIAN ASSIGNEMENTS, for example:
- Dissatisfaction over call schedule
- Dissatisfaction over committee or teaching assignments
- Dissatisfaction over assigned sub-specialty
- Dissatisfaction over assigned leadership tasks
|
- (1) Discussion Questions
- (2) Personal Strengths and Weaknesses
- (5) Participation Matrix
- (6) Practice Related Personal Goals
- (7) Code of Conduct
- (19) Story Boards
- (20) Power Voting
- (21) Blind Voting
- (26) Compensation Design Philosophy
|
|
7. STATUS TRANSITION, for example:
- Lack of clear requirements for faculty positions
- Lack of clear requirements for partnerships
- Lack of clear requirements for leadership positions
|
- (2) Personal Strengths and Weaknesses
- (5) Participation Matrix
- (6) Practice Related Personal Goals
- (16) Forming-Storming-Norming-Performing
- (20) Power Voting
- (21) Blind Voting
- (25) Transition Paths
|
|
8. FINANCIAL, for example:
- Disagreement over compensation model
- No definition of shared versus non-shared expenses
- Lack of provisions for part-time or semi-retirement
- Lack of provisions for practice buy-in or buy-outs
|
- (1) Discussion Questions
- (8) Shared Values
- (19) Story Boards
- (20) Power Voting
- (21) Blind Voting
- (26) Compensation Design Philosophy
|
|
9. GOVERNANCE, for example:
- Autocratic leadership
- Incompetent leadership
- Poorly defined governance
- Unaccountable leadership
- Lack of agreement on “who holds the power”
|
- (2) Personal Strengths and Weaknesses
- (6) Practice Related Personal Goals
- (16) Forming-Storming-Norming-Performing
- (20) Power Voting
- (21) Blind Voting
- (22) The Management Grid
- (24) Role and Responsibilities of a Facilitator
- (27) Governance Documents
|
|
10. PRACTICE DIRECTION, for example:
- Undefined shared values
- Undefined mission statement or shared vision
|
- (1) Discussion Questions
- (6) Practice Related Personal Goals
- (8) Shared Values
- (16) Forming-Storming-Norming-Performing
- (18) Force Field Analysis
- (19) Story Boards
- (20) Power Voting
- (21) Blind Voting
- (28) Preserve-Achieve-Avoid and Win-Win
- (29) Contribution of Soft Assets
- (30) Shared Vision
- (31) Mission Statement
|