Blog

Can I trust him?

Dr. Sara Miller — Tue, 12 Jan 2010 19:51:38 +0000

TRUST

Often times in the coaching conversation the topic of trust will come up. Can I trust this person? Do I trust myself? What if trust is broken, can it be restored? And if so, how?

Trust is a critical part of healthy and successful inter-and intra-personal relationships. Three essential elements of trust are:

1.Competence

2.Sincerity

3. Reliably

How can you use these three elements to assist in your own discernment of trust the next time this issue comes up for you?

Can We Match Harvard's CME

Dr. Sara Miller — Tue, 15 Sep 2009 03:48:31 +0000

Periodically we send out a "mini-newsletter" on topics suggested by our readers. Since we are so excited about the Harvard Conference on Coaching in Medicine and Leadership, we will be blogging and featuring on most of the topics presented at the conference. On the left-hand column are Harvard's topics, and the right-hand column are what True North will be addressing over the next few months. If you want to receive our "mini-newsletter" send me an email to sara@tncoaching.com with "newsletter" in the subject line.

So here is the Fall line up. Stay tuned.

Harvard’s Medical School Coaching CME

True North’s Coaching “CME”

Positive Psychology ‑ Science at the Heart of Coaching

The Evidence for Coaching

Positive Psychology – The Science of Happiness.

Overcoming the Immunity to Change (experiential workshop)

Research Report: Coaching and Lifestyle Change

Physician + Coach Collaboration on Exercise & Lifestyle

Navigating the Journey of Change: Lessons from ADD Coaching and Neuroscience

Building Efficacy and Resilience

Change – Using brain plasticity to survive (and thrive) in today’s health care environment.

Authentic Leadership Workshop

Journey from Research to Practice ‑ Mindfulness & Time

Presence – How being in the “now” creates authenticity.

The Power of Communication

Communication – the essential skill for building healthy teams.

Trust & Distrust: Issues in Leadership & Coaching

Diversity and Power Relations in Coaching

Trust – 3 essential elements to move a work environment from “it” to “us.”

Back to Harvard Medical School

Dr. Sara Miller — Mon, 14 Sep 2009 19:38:29 +0000

Harvard's upcoming second annual conference on Coaching in Medicine and Leadership will be held in just a few weeks.

http://cme.hms.harvard.edu/index.asp?SECTION=CLASSES&ID=02914207&SO=N

Cannot attend? No problem. True North will blog a semester's worth featuring the condensed version of the exact topics as the Harvard Medical School conference.

Let’s start with a beginning basic: How do I know if coaching is needed or therapy?

Start by asking these fundamental questions:

Is there a pattern? If so, how long has it existed?
Is there depression? If so, for how long?
Are you seeking to find out why this problem exists?
Are you seeking to find out how to move forward, without too much introspection about the past?

There are areas where coaching and therapy overlap, and there are definite areas where they do not. It is not always clear-cut. For more in-depth discernment click here and take the questionnaire, “Is it Coaching, Therapy, or Consulting?” http://www.tncoaching.com/coaching-quiz/

I understand your time might be limited, so feel free to call anytime. We are happy to help figure out which is the best route(s). Call 517 292-1261 and ask for Dr. Miller.

Physician Disrupted

Dr. Sara Miller — Tue, 09 Dec 2008 18:11:00 +0000

Arrogant, Abusive and Disruptive – and a Doctor. So goes the title in a recent article posted in the New York Times last week. I am a physician coach and I am dishearten. I have just spent the last hour listening to a physician who has been tagged with two of the three descriptors above. A principled man in an honorable calling, who cares deeply about his patients.

I firmly believe it is highly prudent for a hospital administrator to give patient complaints high priority. They warrant an immediate response with the intent towards a deeper understanding. Allowing complaints to pile up in a folder, and avoiding a crucial conversation is a not the way to go. It can turn into a no-win situation fast.

Here is what I suggest hospital administrators do when they hear of a first complaint about a physician, - have a "cup of coffee" listening conversation. To prepare for this conversation think about these key things.

Physicians are the most valuable resource in health care institutions. The US is experiencing a physician shortage, and predictions are that it will only grow.

Second, see the physician as a customer to be satisfied as well. For in-depth homework read Press-Ganey’s 2007 report on Physician Satisfaction

Third, listen deeply. Listening is the great relationship builder. For some it is a natural, for some it is a skill that can be cultivated. Go into your first conversation with the idea you will speak a maximum of 20% of the time, and will listen intently 80%. Your ROI on an hour of good listening is extremely high not only in terms of dollars, but in human suffering.

Fourth, take a "we are all in this for the patient" approach. There are no sides, only priorities, and patients are the first priority.

Fifth, realize that very few physicians are truly disruptive, they are disrupted. It is more complex than just one person acting out; this issue warrants thinking systematically.

Healthcare is ripe for change. I believe it will be those in healthcare organizations who will effect the most change.