Mentorship has been woven into the lexicon for decades, and physicians in residency or fellowship training might be keenly aware of the importance of having mentors. Less attention has been paid, however, to the topic of professional coaching, which experts say can be equally helpful for those who are learning the practice of medicine.
“If you’re not getting the results you want, and people aren’t saying about you what you hope they would after you leave the room, ask yourself: What needs to change?” said Mara M. Hoffert, PhD, director of medical education for graduate medical education instructional design, education innovation and leadership at Henry Ford Health in Detroit. "Because the impact you make affects your career, your confidence and, ultimately, your overall success."
Henry Ford Health is part of the AMA Health System Member Program, which provides enterprise solutions to equip leadership, physicians and care teams with resources to help drive the future of medicine.
"As a healthcare system, we recognize that people making big transitions will benefit from the support of a coaching structure," said Brooke M. Buckley, MD, MBA, vice president of medical affairs for Henry Ford Health and an alternate delegate for the AMA House of Delegates.
In Henry Ford Health’s One-on-One Coaching Program, physicians can either self-refer or be referred by their leader. Residents, for example, may be moving into a chief resident role. Or, they might need support with developing Accreditation Council for Graduate Medical Education competencies. After being paired with a certified coach, they typically meet every couple of weeks for six months to a year. During coaching sessions, residents set goals in areas that might include communication, leadership, feedback, time management or other professional development skills. Then, they create action plans for how they can achieve those goals.
“Many physicians, and trainees in particular, initially assume that being offered coaching means something is wrong or that it’s punitive. That’s not how we approach coaching in our program at all,” Hoffert said. "We see an increasing need for our trainees to navigate uncertainty, lead interprofessional teams and give and receive feedback effectively. Coaching engagements help build capacity in insight, communication and feedback."
How coaching addresses many needs
Often, physicians at Henry Ford Health are referred to coaching during transitions and when moving into leadership roles, but residents can also be offered coaching as a resource to gain proficiency with core competencies, Hoffert said.
"A good number of folks who come to us are not struggling with something in particular," she said. "They might want to take the next leadership step but aren't sure how to do that or have things they need to work on to get there, like navigating the political framework better."
The program launched at Henry Ford Health seven years ago, and since then has had more than 280 participants. Demand for coaching opportunities is growing.
"We have trainees who come back after being coached as residents and fellows and ask us if they can get back to the coaching program again." Hoffert noted.
All Henry Ford Health coaches are certified by the International Coaching Federation and have a master's degree or doctorate. While some hold an MD or DO, most are not physicians, which, Hoffert said, can be helpful. She said residents and fellows often prefer working with coaches who understand their jobs, but who do not work alongside them.
"They may feel even more comfortable with non-physician coaches because they feel like, ‘OK, you are not in my direct clinical life every day,'" Hoffert said.
Coaching is separate from mentorship
The coach-trainee relationship, compared with that of a mentor-mentee construct, is more about accountability and goals.
"In mentorship, you are basically saying, 'I've been there before. Let me tell you what happened with me and share my experience—and you take what resonates with you," Hoffert said. “In coaching, we very much believe that everyone is creative, resourceful and whole, and that they have the answers to whatever is going on. Our role is to help them find those answers through powerful questioning and dialogue in a safe environment."
Coaches may cover a variety of topics in their sessions, but Hoffert said typically the support falls into one of four categories:
- Communication and feedback.
- Emotional intelligence and self-awareness.
- Leadership and influence.
- Resilience and adaptability.
Coaches help physicians set goals during the sessions, then give tips on how to achieve them. There is accountability for the work that is agreed upon, but coaches do not report back on the substance of what is covered during a session, other than to note whether the physician is progressing on their goals.
"They often feel their coach is their cheerleader or their safe place," Hoffert said.
Explore this topic further with the AMA STEPS Forward® toolkit, "Resident and Fellow Well-Being: Optimize Well-Being at Work for Physician Learners."
Building a framework for success
Coaching for residents and fellows is self-directed, Hoffert said, which leads to changes in thought and perspective.
"What we ultimately focus on are the goals of the trainee," she noted. "How can we best spend our time with you to help you move the needle and help build your confidence as a physician?"
Hoffert said that while the program may not immediately appear to administrators as a money-maker, over time, the multitude of benefits are clear.
“As people grow, the entire system performs better, and that’s a strategic investment,” Hoffert said. “You may not always see an immediate financial return on investment, but you do see a return on engagement. Coaching can lead to better leadership and a healthier culture, and that ultimately translates into better patient care.”
Find out more with the AMA STEPS Forward® toolkit, "The Value of Feeling Valued Playbook: How Organizations Can Support Individual Physicians." It is enduring material and designated by the AMA for a maximum of 0.75 AMA PRA Category 1 Credit ™.
Learn more about AMA CME accreditation.
