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Good to Great: Using 360-Degree Feedback to Improve Physician Emotional Intelligence

Journal of Healthcare Management

Conclusions:

“To be successful as a physician, particularly in today’s rapidly changing healthcare environment, requires both cognitive and emotional intelligence. Existing evidence suggests that investing in 360-degree screening of physician EI and offering education and other developmental interventions, where appropriate, to improve EI may bolster the historically neglected core clinical competencies of professionalism and good interpersonal/communication skills. Thinking of OPPE/FPPE as just a regulatory requirement may result in missed quality improvement opportunities. Refining how we use OPPE/FPPE to assess and enhance professionalism and interpersonal/communication skills (along with the other core competencies) can further leverage the value and impact of these developmental tools. In light of the considerable resources and efforts expended by healthcare organizations to improve physician alignment in evolving delivery models, it would be shortsighted to ignore a critical success factor for this strategy. Just as healthcare executives understand there is a business case for quality, they should also recognize there is a business case for investing in physician emotional intelligence.”

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Good to Great: Using 360-Degree Feedback to Improve Physician Emotional Intelligence

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PULSE has demonstrated a commitment to DEI projects and research. Here are a few of our efforts. PULSE created the “University of Ottawa (Canada) Diversity, Equality, and Inclusivity Survey” for their Faculty of Medicine. PULSE distributed over 6000 surveys to faculty, residents, medical students, graduate students, and support staff to understand the extent to which gender, race or ethnicity, culture or religion, sexual orientation, disability status and age relate to: teamwork, harassment, discrimination, feeling valued, civility, and promoting diversity, equitability, and inclusion. In collaboration with several large academic medical centers, PULSE has begun a study to determine whether PULSE 360 feedback provided to members of perioperative teams is affected by the member’s gender, ethnicity, age, etc. The findings as of early 2023 show no significant differences associated with demographic group membership. From the Harvard-affiliated hospitals to a large West Coast academic medical center, PULSE has either modified existing survey questions or added many additional questions to assess DEI-related concerns for individuals receiving feedback from their team members in the practice groups, clinics, departments. PULSE 360 surveys were analyzed for physicians for whom PULSE had various demographics. No significant differences were found for: gender, age, country of medical training, or native language. (Assessing Physician Performance Using 360-degree Multisource Surveys: Do Biases Exist Due to Gender, Country of Training, Native Language, and Age? Julie J Lanz, Paul Gregory, Larry Harmon; Diversity and Equality in Health and Care [2021] 18[9]: 451-456).