Communication Resolutions Start The New Year

Most of the doctor CEO administration, personnel and practice transition difficulties that I see troubling practices stem from clarity of communication. Usually, the CEO thinks that she or he has given guidance through their actions or verbal communications when in fact they often leave ambiguity. Many doctor CEO’s know that they must first listen to gain an understanding of the matter a staff or colleague has inquired about. But the problem generally starts right there. With the first statement or question the doctor provides an answer. Often in a hurry the response is out and given and no further thought is given to it as the CEO rushes on. If the CEO took the time to probe, to ask follow up questions of their own and to consider the implications of what their response will be, significant changes would be seen. The first change is that staff and colleagues would anticipate the thorough discussion and prepare for it. The second is that the CEO would more carefully direct the actions and results of his or her team members. I heard a good phrase recently, it was "we are all starved for time". It implies that there is no time for all the things we are trying to do. And yet, for the CEO the precious time they do have for guidance can be best spent in my view, taking a careful, thoughtful approach that ends up saving time in the long run by resolving the matters the first time