Two senior physicians in your healthcare team are at odds. How can you facilitate a resolution between them?

1 Assess Conflict

Before attempting to resolve the conflict, it's essential to understand the underlying issues. Listen to each physician's perspective without bias, and identify the core reasons for the disagreement. It could be a clash of personalities, differing medical opinions, or competition for resources. By comprehensively assessing the situation, you can tailor your approach to address the specific concerns of each physician. Remember, effective conflict resolution starts with a thorough understanding of the problem at hand.

2 Open Dialogue

Once you've identified the issues, facilitate an open dialogue between the physicians. Encourage them to express their views in a controlled environment where each party feels heard and respected. Effective communication is the cornerstone of conflict resolution in healthcare management. It's your role to mediate the conversation, ensuring it remains constructive and focused on finding a mutually beneficial solution. This step is often challenging but is critical for moving towards reconciliation.

3 Mediation Tactics

As a healthcare manager, use mediation tactics to guide the discussion towards a resolution. Employ active listening, rephrase statements for clarity, and validate each physician's feelings without taking sides. The goal is to create an atmosphere where both parties can compromise without feeling that their professional integrity is compromised. Mediation requires patience, neutrality, and the ability to steer conversations away from personal attacks and towards collaborative problem-solving.

4 Action Plan

Developing an action plan is vital for resolving the conflict and moving forward. Work with the physicians to establish clear, actionable steps that address the dispute's root causes. The plan should include specific goals, timelines, and responsibilities for each physician. Ensure that both parties agree to the terms and understand the consequences of not adhering to the plan. An action plan provides a roadmap for resolution and helps hold everyone accountable.

5 Monitor Progress

After implementing the action plan, closely monitor the situation to ensure progress is being made. Regular check-ins with both physicians will help you gauge whether the resolution is holding and if the relationship is improving. This step also allows you to make adjustments to the plan if necessary. Continuous monitoring demonstrates your commitment to resolving the conflict and maintaining a positive work environment.

6 Reinforce Culture

Finally, reinforce a culture of respect and collaboration within your healthcare team. Use this conflict as a learning opportunity to strengthen team dynamics and prevent similar issues in the future. Encouraging open communication, ongoing education, and team-building activities can help foster a more harmonious workplace. By promoting a culture where differences are addressed constructively, you'll be better equipped to handle conflicts that may arise in the future.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?