You're faced with tough feedback from physicians. How do you navigate through it effectively?

Listening to tough feedback could be tough, but understanding where the physician is coming from is an eye opener. As a physician myself, I appreciate the years of hard study, the empathy that providers have for their patients and the amount of tasks needed to be completed in a 15 minute visit. When a physician have a tough critique I try to listen and understand what is causing the frustration/negative feedback. I also try to work a solution while I’m listening. It’s also very important to understand that on a human level, the feedback is regarding the professional relationship with the provider but voiced through a frustrated human. Show empathy and understanding, but deliver the correct message.

Approach tough feedback with an open mind and a willingness to learn. Listen carefully, ask clarifying questions if needed, and reflect on the feedback to understand its implications. Implement suggested changes and follow up to show progress and commitment. Using feedback constructively can improve performance and strengthen professional relationships.

To navigate tough feedback from physicians effectively, stay calm and listen actively, focusing on understanding their concerns. Respond with an open mind, ask clarifying questions if needed, and show a willingness to make improvements. Use the feedback constructively to enhance your performance and build stronger professional relationships.

Whether feedback is from a physician, other authoritative figure, or even a colleague avoid overreacting to how the feedback is being said. Focus on what is being said. An initial reaction of surprise, frustration, and feeling defensive may negatively affect results. From my experience, I found it helpful to take a deep breath and collect my thoughts thus avoiding an immediate emotional reaction. You can do this by repeating in your own words what you thought you heard. This immediately conveys that you are engaged in an effort to process the feedback. Acknowledge that the feedback is not a problem but for the moment an unresolved opportunity to grow professionally. The focus should be on a solution that leads to improvement.

When you are receiving what may be considered tough feedback, from your perspective why would it be considered tough? Is it their delivery, or is it a common issues that they are experiencing that has not been resolved? You must remember, they are responding to what they are identifying as an ineffective process and not attacking you or your character. To understand their point of view, you need to listen without a defensive wall and discern where the issues are so that you can assist them, if you are able to, in the way that is the most effective for them, the staff and ultimately the patients.

The feedback received must be considered without you finding excuses to invalidate it. This is so easy to do and leads to one being unaccountable and continuing to have poor performance. When you provide yourself with a honest reflection, you more than likely will find ways you can improve and upon doing so, your professionalism will show others that you can take and apply constructive feedback with positive results.

It is great to recap the conversation stating the concerns/issues after you listen intently to what is being said. Once you have an understanding of what they were looking to relay, asking any further questions adds to more the specific information gathering portion of the feedback received.

Once you put steps of your improvement forward and you work to complete them, you have enriched your skill. This will assist you further in improvement of your performance.

Be approachable. No one wants to work with anyone they feel they can not bring an issue to or communicate with. Do not leave a conversation as if you are upset with what was brought to your attention. Let the person who approached you know that you are receptive to their concerns because it is important for you to know so that you can better assist them to the best of your professional abilities. No job is perfect. Problems may eventually arise. How you communicate about them with others is key to moving towards any possible resolutions.

The AIDIC process—Approach, Interview, Demonstrate, Validate, Negotiate, Close—is a crucial sales strategy taught in schools and corporate trainings like those at J&J. It's vital to expect and welcome critical feedback from physicians, as they are responsible for patient outcomes and the adoption of new products. Adapting AIDIC to include variables such as physician profiles, competitive products, and decision timelines enhances its effectiveness. Referencing peer feedback during demonstrations builds trust. In pricing discussions, use insights like the fact that 92% of physicians are unaware of product prices to keep the focus on meeting their needs.

I find physicians respond positively to data that can be validated. In this example, I think it’s reasonable to request specific information or data that supports the root of the negative feedback. It’s fair to ask for examples, and I think it helps relate to the physician. We all have opportunities to learn and improve, so respectfully listening to the feedback and asking for data or examples helps to hone in on the specifics so there’s a shared understanding of the situation.