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Managing poor physician behavior…I can almost hear you shudder.

We see many groups tolerating inappropriate, risky and even outright illegal behavior from physicians, especially those who are partners in their groups. It’s almost as if they can act with impunity, as no one sees it as their responsibility to coach, counsel or discipline a physician. And groups will rarely terminate a physician, even those with the most egregious behaviors.

This sets up a great deal of stress and discomfort, especially if the physician in question is a partner in the business. So, why don’t we deal with this?

Most physicians--and many administrators too--are naturally conflict avoidant – we went into healthcare to help others, not because we enjoy managing unruly people. So, we turn a blind eye.

We KNOW it will be an unpleasant conversation, and we’re worried about damage to the group’s reputation if the physician gets angry or confrontational when they are approached. We worry that exiting a partner will be difficult, conflict ridden and expensive, and we’re not even sure where to start. Then we start perseverating about possible lawsuits. Then we stop. We’ll deal with it the NEXT time an issue comes up.

The result of all of this is that poorly behaving partners SEEM untouchable. In reality, they’re NOT. And, keep I mind, they’re creating risk—and potential expense—for your group every day.

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Episode 27: The Bad Partner – Why Intentional Culture is so Important

Medical Money Matters with Jill Arena