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Deb Beaulieu |
Though there still may not be enough physicians to go around, the expected influx of 30 million newly insured patients into the U.S. health system is bound to result in many seasoned physicians, some who may even be delaying retirement, greeting a number of much younger colleagues recruited straight out of medical school.
The trend is not necessarily bad news. With the right attitude and communication techniques, generational differences can be an asset to your practice, according to experts Amy Lynch and Kim Lear, both speakers with Minneapolis-based BridgeWorks, a consultancy that specializes in bridging generation gaps in the workplace.
To avoid generational tensions from cropping up at your practice, consider the following tips for physicians of all ages:
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Amy Lynch |
Ask for mentors. If you're having difficulty relating to a physician who is older or younger, ask him or her to help you broaden your skill set. This approach, rather than escalating conflicts, is a productive way to show the other person you have an open mind, BridgeWorks Baby Boomer expert Lynch tells FiercePracticeManagement. "In the practices that are really successful, the learning goes both ways," she said. For example, seasoned physicians may have a lot to teach newcomers about great bedside manner, while younger doctors may be great coaches in using new forms of technology or media. "Mentorship can go both ways," added Lear, whose work focuses on Millennials. "If you want to be heard, you have to listen first."
Get to know individuals. While being aware of basic differences between, say, a Baby Boomer's and a Millennial's mindset can be helpful, it's important to not be misled by stereotypes. A casual meeting over coffee can be a great time investment to share ideas and get to know a colleague on a more personal level, Lynch suggested.
Be honest and realistic. Although it's becoming increasingly common for physicians of all ages to pursue part-time and more flexible work options, it's common in healthcare for younger and older doctors to clash over work hours and similar expectations. Often this is not an age issue, Lear said, but a symptom of unclear communication. "One of the places we see a problem is a young person can go in for an interview and say, ‘I'll work night and day and do this and that,' when that isn't really what they're looking for," she said. "But it's also important for young doctors to have a realistic idea of the time commitment that it really does take ... and be willing to make sacrifices."
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Kim Lear |
Appreciate a different work ethic. "No generation is right or wrong, but we look different," Lynch said. For example, while Generation X often gets a bad rap as being the "slacker generation," Boomers may not recognize how quickly they're able to work. Meanwhile, more experienced physicians may sometimes deliberately decide to slow down when warranted by a patient's needs. "Some of the bedside manner from the more experienced physicians is unbelievable," Lear said, "the way that they're able to connect with those patients, where efficiency is not always the best thing."
Experiment. Rather than waging a potentially contentious battle to get others to agree to practice changes, propose a trial, Lynch suggested. For example, if the newer doctors want to start communicating some information with their colleagues via text message, they could ask the others to try it for two weeks. "If [the suggestion is] not as absolute, then both sides can hear each other," she added.
Have you experienced generational conflicts in your practice? What have you done to bridge the gap? - Deb @PracticeMgt