Emotional intelligence is a better predictor of success in Leadership

than IQ

Background & Objectives

The goal of this presentation is to summarize the use of emotional intelligence to enhance physicians self awareness, self control, social awareness, and relationship management

Effective leadership in HealthCare requires skills in emotional intelligence

Happy doctors lead to satisfied patients and good staff morale

Coaching for Disruptive Behavior

The Joint Commission in its Sentinel Alert required intervention for disruptive physician behavior.

A Disruptive physician can best be described as one whose interpersonal interactions with others is angry, hostile, aggressive, demeaning, disrespectful, or in someway, impacts positive relationships.

The major concern for disruptive behavior is related to its potential for patient safety.

Intervention for “disruptive physicians”

Previous mandates for physician well-being include,“psychiatric impairment”, sexual harassment, and substance abuse.

Many if not all of these programs now provide anger management for disruptive physicians.

Most programs provide these services in small groups of 7 or 8 in San Diego or Nashville.

This discussion will be limited to EI for disruptive physicians

The assessments used in coaching are non-psychiatric.

Coaching is limited to EI skill enhancement rather than psychotherapy for some diagnosed illness.

There are no stigmas associated with coaching for skill enhancement in EI.

First day of live training

Coaching sessions begins with a detailed discussion of the EQ-i- 2.0 Pre Assessment.

Client is helped to formulate his or her own goals for coaching relative to the assessment results.

Client workbooks, DVDs and ancillary coaching material along with first assignment is given.

What is EQ?

Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions.

Perceiving Emotions: The first step in understanding emotions is to accurately perceive them. In many cases, this might involve understanding nonverbal signals such as body language and facial expressions.

Reasoning With Emotions: The next step involves using emotions to promote thinking and cognitive activity. Emotions help prioritize what we pay attention and react to; we respond emotionally to things that garner our attention.

Cont.

Managing Emotions: The ability to manage emotions effectively is a key part of emotional intelligence. Regulating emotions, responding appropriately and responding to the emotions of others are all important aspect of emotional management.

Cont.

Understanding Emotions: The emotions that we perceive can carry a wide variety of meanings. If someone is expressing angry emotions, the observer must interpret the cause of their anger and what it might mean. For example, if your boss is acting angry, it might mean that he is dissatisfied with your work; or it could be because he got a speeding ticket on his way to work that morning or that he's been fighting with his wife.

First day of live training

The first session begins with the physicians explanation of his referral for disruptive behavior.

Coaching sessions begins with a detailed discussion of the Bar On EQ 2.0 Pre Assessment.

The physicians score on each of our the 15 Bar On EQ scales are reviewed in detail

Client is help to formulate his or her own goals for coaching relative to the assessment results.

Client workbooks, DVD and ancillary material along with first assignment is given.

Second Day Schedule

Discussion of how EQ skill enhancement is based on practice.

Case examples and demonstration of how self-awareness must be enhanced to increase emotional intelligence.

Analysis of the incident that resulted in the physicians referral using coaching formula.

Assessments for EQ

The Bar On EQ 2.0 Assessment is the most widely used instrument for measuring EQ.

The Bar On EQ 2.0 contains 5 composite and 15 related skills.

These skills include: self awareness, self control, social awareness and relationship.

Response to disruptive physician behavior

Behavior that may be considered, abusive, demeaning, hostile or unresponsive. A pattern of behavior that may compromise patient safety.

All Healthcare Organization are required to have written policy designed to address this issue.

When “in house” measures fail,professional help may be

mandated

Anger Management/Emotional Intelligence Coaching

Bar On EQ 2.0 Assessment

Two day intensive followed by 6 month of phone coaching

Reports/feedback provided to referring source.

Post Test