1. Role playing and reflection

Watching leaders in action shows physicians what works, and what doesn’t. My clients find role playing and reflection to be a proxy for watching leaders. During role playing, it’s easier to be in the moment with their emotions because they are in supportive, nonthreatening situations with a coach. (This returns us to the previously cited article wherein emotional support was the most valued activity provided by mentors.) Among other things, role playing helps my clients understand how others may respond to and feel about various actions.

Several months ago one of my clients mentioned his new boss seemed eager to be done with their regular appointments, rushing him through with “I know, I know” and looking at his watch. My client looked at me, paused in a moment of obvious self-reflection, and said, “Oh. Now I get it.” He was thinking about feedback I had given him during a previous session when I shared my observation that my client always seemed to be in a hurry.

He thought more about his reaction to his new boss. “How’s that working for you?” I asked. I could not have asked for a better set up. This interaction was role play for real.

2. Leveraging Data and Facts to Create Logical Context

As I wrote in my previous article, for those of us trained in the scientific method, coaching often starts with data. This could be an internal or external 360 assessment, a self-generated instrument such as the VIA Survey of Character Strengths (free online assessment), Strengths Finder, Hogan or others. Personality inventories, strengths and weakness analyses, values and motivations all may reveal information useful to physicians in moving to leadership roles.