Physician Insight Program

Hospitals are counting on a new physician workforce to help develop coordinated care models, increase quality of care, improve patient satisfaction and reduce costs.  At the same time, physicians are facing a changing world of alignment or employment, consolidation, new technologies and new expectations.  Disruptive behavior, or difficulty adapting to these new demands, has a negative impact on the hospital and its patients.  Failure by the physician to manage group or hospital dynamics and meet expectations can derail a career.

Benefits of the Physician Insight Program

This program will help your organization

1. Apply the concept of "healthcare emotional intelligence" in a highly practical, meaningful way.
2. Help physicians understand their own behaviors - behaviors that drive patient-centric, high-value care, and ensure career success.
3. Attract better physician candidates.
4. Do a better job selecting candidates and avoiding bad hires
5. Increase the chance of physician success by aligning goals and understanding the physician's behavioral strengths and weaknesses.
6. Improve physician performance.
7. Provide a solid foundation for physician development.  
8. Provide insight into poor physician performance or disruptive behavior.

A Structured Interview Designed Specificially for Physicians

The physician interview is different.  Strategies used in executive hiring interviews must be adapted to the unique dynamics of the physician culture and physician recruitment process.  Interview questions are tailored to fit comfortably into a high-level discussion.  Few physicians are trained to administer useful interviews.  Interviewers need to understand the competencies being examined and how the interview will help ensure that new physicians fit the culture.

Alignment of Goals and Expectations - the PhysicianFit^® Survey

The most common reason for turnover is failure to align goals and expectations with those of the hospital or group.  Once you've established your expectations for the position, you can compare them with the candidate's and resolve differences.

Behavioral Assessments

Turnover and performance issues are rarely related to clinical skills.  It comes down to behaviors.  The ability to navigate organizational politics, to connect with patients, work in multi-disciplinary teams, adapt to change, respond to stress, and lead in a meaningful, productive manner largely determine success or failure.

The right behavioral assessment can answer important questions, such as:

• Is the physician likely to be patient-focused and to display empathy?
• How well will the physician adapt to change and react to stress?
• What is the physician's potential to be a successful leader?