Your colleague is facing a difficult physician. How can you support them in reclaiming their authority?

First of all- take a step back, pause, before you answer. 1: Is the difficult doctor coming from a place of concern? A mistake you need to learn from? Or are they coming from a place of wanting to tear you down? If its the latter - REMEMBER: their opinion of you does not DEFINE you. Be confident in your journey of how you got to where you are. 2. Listen to what the doctor wants to convey, and you can tell them that you gave them a chance to speak and that now that doctor should also give you the same chance. You may have to remind them, that you are both professionals and matters concerning mutual patients can be discussed also professionally. Be calm, by you staying calm, that doctor will have no choice but to see your assertiveness.

Sometimes it comes down to chosing your battles. There are certain occasions where it is ok to avoid conflict even when you are right—except of course when patient safety or quality of care hang in the balance.

Listening being the first step is spot on. First, let the difficult physician in question express their point of view without interruption. When they are finished explaining their point of view, allow for a few moments of silence before responding. This allows you to gather your thoughts so you can respond calmly and professionally, and it allows the physician to reflect on what they just said. It may even provide an opportunity for them to realize that they are being difficult or unreasonable. Then provide your response, leading with something like, "I feel strongly about patient care as well. I think we could work well together as a team if we both reminded ourselves that we have the same goal of offering excellent patient care."

Dealing with a difficult physician? Here’s a strategy to foster a better working relationship: 1. **Active Listening:** Start by listening attentively to understand their perspective without preconceived notions. 2. **Blank Canvas:** Approach the situation with an open mind, free from past biases. 3. **Emotional Support:** Offer support and empathy, acknowledging the challenges they face. By practicing active listening and offering emotional support, you can build a foundation of mutual respect and collaboration. Let’s lead with empathy and professionalism. #NurseLeadership #Collaboration #Professionalism

It is important to be a source of quality advice when you are lending an ear to a colleague or fellow nurse who feels like they have been belittled or wronged by another nurse or provider. Don't give them advice that you yourself would not stand on, simply because you think the situation is entertaining.

Dealing with a difficult physician? Here’s a strategy to maintain professionalism and foster resolution: 1. **Assess Objectively:** Evaluate the situation fairly and without bias. 2. **Use Data:** Determine if the issue is a one-time event or a recurring pattern. Gather facts and observations. 3. **Seek Consensus:** Check if others have similar experiences to ensure it’s not just a personal perspective. 4. **Present Objectively:** Help your colleagues present a clear, factual picture when addressing the issue. By approaching the situation with objectivity and data, you can foster constructive dialogue and effective solutions. #NurseLeadership #Professionalism #ConflictResolution

Make your thoughts on the matter known, and encourage your colleague to bring the matter directly to the other person they are having conflict with. One of the most destructive aspects of workplace conflict is the fact that simple disagreements can quickly turn into gossip which takes a nasty turn while it passes from person to person and eventually cycles back to the person in question.

Dealing with a difficult physician? Here’s how to navigate the situation effectively: 1. **Encourage Dialogue:** Motivate your colleague to initiate a conversation with the physician. 2. **Create a Safe Space:** Ensure the discussion is held in a non-accusatory and supportive environment. 3. **Seek Understanding:** Try to see things from the physician’s perspective; there may have been urgent patient safety concerns. 4. **Keep an Open Mind:** Approach the situation with empathy and a willingness to understand all sides. By fostering open, respectful communication, we can work towards resolving conflicts and enhancing teamwork. #NurseLeadership #ConflictResolution #EffectiveCommunication

Encourage respectful dialogue and emphasize the sheer importance that escalation holds in any given situation. If people worked to deescalate their issues in the workplace rather than stoke the fires with gossip and horizontal violence, most problems that fester into a major issue would cease to even exist.

Dealing with a difficult physician? Here’s a step-by-step approach: 1. **Initiate a Conversation:** Encourage a one-on-one dialogue in a safe, non-accusatory space. 2. **Seek Understanding:** Approach with empathy and an open mind, considering their perspective. 3. **Advocate if Needed:** If the initial conversation doesn’t resolve the issue, escalate to your chain of command. 4. **Present Data:** Provide a clear, objective picture using data, such as frequency and specific examples. By combining direct communication with objective advocacy, you can work towards effective conflict resolution. #NurseLeadership #ConflictResolution #ProfessionalAdvocacy

Dealing with a difficult physician? Here’s how to foster teamwork and effective communication: 1. **Emphasize Teamwork:** Remind everyone that we are part of the same team and must work together. 2. **Educate on Communication Frameworks:** Utilize evidence-based frameworks like TeamSTEPPS and CUS (Concerned, Uncomfortable, Safety issue) to improve interactions. 3. **Shared Mental Model:** Ensure everyone has a common understanding of goals and processes. By promoting teamwork and structured communication, we can enhance collaboration and patient care. #NurseLeadership #Teamwork #EffectiveCommunication

Documenting incidents involving the difficult physician is essential for building a case and seeking appropriate interventions. Encouraging your colleague to keep detailed records of specific behaviors and interactions helps establish a clear pattern of problematic behavior, which can be invaluable if further action is necessary.