Download The Best Medicine: A Physician’s Guide to Effective by Bruce L. Gewertz, Dave C. Logan PDF
By Bruce L. Gewertz, Dave C. Logan
This quantity presents a theoretical framework for visionary management in addition to particular administration suggestions to be successful. The authors concentrate on retaining a constant set of behavioral features for either the chief and the association as a complete. The textual content is written in a conversational type utilizing the authors' own reviews and case reviews to demonstrate the rules and practices of profitable leaders. whilst necessary, the massive physique of observational paintings on specialist crew dynamics is referenced. The textual content additionally presents perfect supplemental fabric for the various management courses provided by way of health care professional enterprises and healthiness care structures
Developed through an complete doctor chief from one of many nation's best medical institution structures and an skilled professor of commercial, The top drugs: A Physician’s advisor to powerful Leadership is of serious worth to physicians of all degrees who're attracted to bettering their knowing of management types and tactics.
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Additional info for The Best Medicine: A Physician’s Guide to Effective Leadership
As a consequence 36 4. Phase II: Team Captain of your growing stature within the organization, you will be expected to pitch in vigorously to address shortcomings beyond your sphere of influence. This expectation is driven principally by your value as a role model to all. Further, few things will gain more positive notice from the leadership levels above you than your personal commitment to the overall mission. One senior executive we spoke to described his remarkable “battlefield promotion” from a mid-level faculty member to the most senior executive of an academic medical center.
Beyond understanding and displaying favorable traits, it is important that young physicians develop consistency in these interpersonal behaviors. Physicians are drilled during residency training to attain this type of uniformity in clinical practice or research protocols but, too often, consistency in relationships with peers is inadequately emphasized and, hence, not internalized. Indeed, overall consistency of performance is a final and critical quality of successful Phase 1 leaders. ” Chapter 4 Phase II: Team Captain In Phase II, your day-to-day activities—clinical care, research, administration—may not substantially change from Phase I.
Accountability Accountability is a third key value along with integrity and collegiality. In Phase I, accountability is personal not organizational. It is truly a learned skill, as when something goes wrong, too often our first instincts are to look toward someone else’s performance as a cause. An important indicator of maturation into a professional is overcoming this predisposition. 28 3. Phase I: Team Player Modeling personal accountability is aided by the realization that, irrespective of the qualifications of workers and their quality of work, all organizations experience difficulties.