The 360 Evaluation
Rob Bessler writes…
The New Year is upon us. Hospital medicine’s busiest time of year. There is no better time than now to do some needed housekeeping for your practice site. It is our belief at Sound that there is nothing more important that the quality of the team that we develop and support. The team and all the clichés that go with that power are real. No individual is as strong in isolation as when powered by the collective support of the team. These teams can then become the lifeblood of the hospital and the community they serve. Where strong teams exist, turn over is extraordinarily low and when it does occur the team keeps ugrading the talent. This cycle feeds on itself.
How many hospitalists out there have paused recently to talk in small groups with their peers about how their practice is shaping up and how you are all interacting together? I wanted to share with you all a simple concept, not unique to us or hospital medicine, that can transform a team.
The 360 evaluation. How many times have you wanted to tell that one doc in the group that their individual views are not shared by all team members? That they don’t speak for the group, that their sign out is not as good as everyone else’s. When we follow you after night shift there are many uncovered rocks to deal with.
The 360 is a way to give and receive feedback. It doesn’t need to be scientific or complicated. Work with a few docs on your team to come up with the questions you want everyone to answer about everyone else. Don’t forget to put in some opportunities for people to be complimented for their positive attributes. The positive reinforcement will propel these attributes to an even higher level. The examples are better in our view than the multiple choice responses. The opportunity to get real feedback from your peers helps develop the team. We have found peer pressure to fit in with the team expectations the greatest motivator. If you can access the resources of a professional coach or trainer to help facilitate and give needed feedback to both the process and skills sets needed for individuals, then you really are driving things forward.. A strong team is the lifeblood we are after and I encourage you to give it a try. Starting out the New Year with this fresh approach to drive performance and satisfaction of the team forward is a great way to start 2009. Happy New Year.