Today Jason and Erin presented about the Disconnect between management and doctors. They started byfocusing on ways to stop conflict and talked about the three examples below.
Stopping conflicts proactively
Blaise Pascal: Suggest to change someones mind instead of completely disagreeing with them, by offering different perspectives.
We/They: Making others out to be the bad guy example: if it was up to me it would be yes, but management says no. Even when its not positive management must take ownership of it, and not put blame on others. this equals bad management. This must be stopped to create a better team culture.
Asking Instead of Telling: need to promote an organization where employees are encouraged to speak up. This can be done in the form of questions, and this way it does not come across as a lower employee correcting a senior employee but instead it is them trying to genuinely learn what is happening.
I agree with these all in some aspects. As Professor Bonica said never put the blame on the boss it will usually only end in a negative way. In general this sounds like common sense but in many situations most people don't rationally think a small comment like this will have any real effects.
In my academic mentoring job I currently work at I am responsible for helping student attain the grades they want to achieve through study strategies and time management skills along with my own experience in these classes. My go to strategies when dealing with these students I mentor is the asking instead of telling strategies. I do this for many instances not just when correcting a students error. This also allows them to fully question themselves to come to a conclusion rather then just have myself tell them the correct answer. This strategy resonates with students better and allows them to fully remember what we spoke about because they came up with the solution and not me.
When speaking about my organization the conflicts between the Admn and Physicians is something I do not see as much. This is because my revenue department is not actually in the hospital so its not as clear to me on the relationship. I believe knowing each sides reasons for the actions they take and getting these motives on a similar lever is a great way to minimize conflict.
My comment in class comes from experience. If you throw your boss under the bus, you are not demonstrating loyalty, and your subordinates will remember that when they talk about you. If you don't show loyalty to your boss, they won't feel obliged to show you loyalty. But it is a balance. I've had a boss who I thought was too unwilling to criticize or even really discuss the problems coming down from above him. As a manager, you'll find yourself in tough situations like this - between your own boss(es) and your subordinates. It takes a lot of effort to communicate effectively. Sometimes you can't please everyone, but the effort is what matters in the long run.
ReplyDelete