Remediation for residents with critical deficiencies is a reality faced by many GME programs. Left unaddressed, resident interpersonal problems can create a toxicity in the work environment that can not only adversely affect patient care but negatively impact your culture of learning, cooperation and engagement. Let Javelin leverage its expertise in developing the interpersonal skills of resident physicians with our intensive one-on-one video coaching program for residents, REMEDIATE-GME
In order to develop an effective coaching plan the first step is an accurate diagnosis of the physician's talents and remediation needs. Javelin consults with the program director, the physician's mentor and other program staff along with any existing documentation on the physician's performance to gather initial insights. These insights are augmented with a set of Javelin simulations and a discussion with the physician. Incorporating the insights from multiple perspectives and data streams provides a more complete and accurate diagnosis of the physician's developmental needs.
Based on the diagnosis, a 30 or 60 day remediation plan is developed consisting of measurable objectives that address the observable remediation needs identified during the diagnosis. Javelin works with your organization to identify the roles and responsibilities of the various stakeholders in the remediation process. The resident physician, the stakeholder team and Javelin approve the plan. The Javelin team carefully chooses simulations, on-the-job suggestions, readings and videos aligned to the learner's developmental goals.
Week by week we rebuild the skills to change the resident’s behavior and mend work relationships that have been damaged through the resident’s previous actions and behaviors. Simulations and on-the-job activities are augmented by bi-weekly sessions with a professional coach to ensure progress, accountability and continued growth against the plan.
Along the way Javelin provides ongoing documentation including progress, trends, level of engagement and remaining concerns. Additionally, regular check-ins with program leadership not only promote alignment between all the parties but ensure transfer of newly acquired skills to the job. At the end, a cumulative evaluation is prepared and presented to leadership.
A resident will clearly understand what he or she needs to change and will have clear objectives to help achieve the change. Objective measures will allow all parties to evaluate performance and change, enhancing engagement and trust and minimizing arguments and conflicts.