Physician Team Strategies

Physician Team Strategies, is a national healthcare leadership development company providing consulting to multi-disciplinary teams in healthcare organizations who want to build powerful, sustainable teams that make giant leaps in their performance.

Archive for Physician Team Dynamics

What do you do if you’ve hurt a physician team member, intentionally or unintentionally?  Difficult as it is, your first step is to acknowledge it. You might say something like, “I’m sorry I didn’t follow through on what I told you I’d do,” or “I apologize for not listening to you and respecting your point of view.”  Doing this requires humility, but it’s an essential first step to rebuilding trust in any relationship.  The second step is to prove, through your actions, that you mean it.  Words without actions are meaningless.

Confronting issue in a non-accusing way

What if someone has hurt you?  You must gently confront the issue and tell the person, in a non-accusing way, what hurt you.  Begin your sentence with “I”, not “you”.  For example, “I felt hurt when you were critical of me last week.  I need to know you support me and believe that I’m doing my best.”

Developing Healthy Physician Team Relationships

This give and take is what healthy physician team relationships are all about. Whether you have hurt someone else or someone else has hurt you, taking these steps will leave you with greater peace of mind.  Do this, and you will have the kind of relationships that can handle disagreements and move forward when they occur.


When you as a physician team member have a conflict with someone, it can be very difficult to put your emotions aside.  Many people lead with their emotions, often to their own detriment.  Psychologists have discovered that more people behave themselves into new ways of thinking than think themselves into new ways of behaving. Sometimes we believe that we must have the feeling first, before we act.  But in fact, changing your actions will lead to a change in feelings.

Act Respectfully

For example, if you are in a heated discussion with a physician team member, you may not feel like acting respectfully toward the other person.  Act respectfully anyway, and see if you don’t feel your blood pressure falling.  You may not feel like listening to their ideas with an open mind.  Listen anyway, and see if you don’t find some common ground with them.

If you want different results, take different actions!

As the saying goes, “If you do what you’ve always done, you will get what you’ve always gotten.”  Act first, and the feelings will follow.

When physician team members get into a conflict with one another, they often go on the defensive.  Team members ready themselves with their reasons, opinions, and certainty that they are right!  However, most of us give very little thought to the atmosphere in which our conflicts happen.

The atmosphere matters

The atmosphere makes a difference.  Conflict left unresolved will usually grow until an explosion occurs.  For your part as a team member or physician leader, do you make it safe for other people to come to you with problems?  Do people know they can come to you with a difference of opinion or something that needs to be settled, and they will be treated with respect?  Do you approach it as if you are part of a team, looking for a solution?

Conflict as a Mature Discussion

Conflict can be a calm, mature discussion between equals, when you both listen and truly try to understand each other.  Will you put your defenses aside for the sake of seeking a solution?

Mar
30

Empower Your Physician Led Team

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Physicians: Empower Your Team Members to be their Best!

Are you ready to have a more positive impact on those you lead? Would you like to be the one who empowers others to be their best?  When physician leaders are effectively empowering their team, their lives are easier and their team is happier. When teams are empowered physician leaders don’t spend nearly as much time checking up on team members, putting out fires, or lighting fires under people who are not motivated. When people feel empowered, they will be at their best and get their best results. When your team is running smoothly and each person feels empowered to do their own tasks, it frees you up to do what you’re supposed to be doing – which is to be the best physician leader you can be.