Why Should Healthcare Systems Invest in Coaching?
An earlier version of this article originally appeared on this site in August 2022.
Over the past decade, the pace of change for physicians in medical practice has accelerated dramatically. Consolidation of practices, evolving healthcare laws, the COVID-19 pandemic, and shifts in ownership models have reshaped the landscape.
With a few exceptions, the era of the independent solo practitioner, or even the small single-specialty group, is largely behind us. By early 2022, nearly three-quarters of U.S. physicians were employed by hospitals or corporations—a 19% increase over just three years, according to Avalere Health. And in 2023, the percentage grew by another 5 percent, representing nearly 20,000 additional doctors.
While recent events have highlighted the considerable risks, the consolidation of care also brings potential benefits such as cost savings, improved outcome measurement, and more streamlined delivery systems. At the same time, in acquiring these formerly independent practices, large healthcare systems may not have fully recognized the immense responsibility they were assuming for the satisfaction and well-being of their employed physicians.
Bridging the Gap: Physicians and Healthcare Systems
Healthcare administrators are a diverse group. Many have some background as healthcare professionals, but they may not fully understand or embrace the qualities that lead individuals to pursue the life of a physician.
Physicians are, by nature, highly intelligent, driven, and often perfectionistic individuals. Many view medicine as a calling— a mindset that can make it difficult to set limits, leaving physicians vulnerable to overwork and exploitation.
Recognizing these character traits makes it all the more concerning that in a 2024 survey, more than 40 percent of physicians reported at least one symptom of burnout, compared to about 25 percent in 2000. Much of this is driven by systemic pressures: declining autonomy, heavy documentation requirements, and increasing challenges to civility and trust between patients and physicians.
Healthcare systems carry a responsibility to address these challenges. Meaningful reforms in workload distribution, clerical support, and leadership culture are essential. But alongside systemic changes, physicians need tools that help them navigate the pressures of their daily work. Many organizations are discovering that coaching offers a meaningful and measurable way to support their physicians.
How can coaching help?
Coaching is not the answer to burnout, but it can be a powerful intervention. A study from the Mayo Clinic found that after 6 coaching sessions by credentialed coaches, the rate of burnout decreased by over 17 percent. In contrast, burnout in the control group increased by nearly 5%. And rates of emotional exhaustion dropped by nearly 20% in the coached group but increased 10% in controls.
Beyond mitigating burnout, coaching can help physicians navigate the challenges of daily practice, including:
Identifying inefficiencies and improving time management
Reducing wasted effort and improving organization
Strengthening communication and leadership skills
Managing difficult and distressing interactions and scenarios
Reconnecting with meaning and purpose in their work
The Cost of Doing Nothing
Failing to address physician well-being carries enormous financial and human costs. Burned-out physicians are more likely to disengage from patients, impact staff morale, and ultimately leave their organizations. More importantly, quality of care may also suffer and medical errors increase.
Physician disengagement also hits the bottom line. According to the American Medical Association, replacing a single physician can cost between $500,000 and $1 million. And burned-out physicians may increase healthcare costs and decrease patient satisfaction. Ultimately this results in lost revenue and loss of social currency.
A Smart Investment
As hospitals and healthcare systems plan for the future, retaining high-quality, satisfied physicians will only grow in importance. Coaching represents a supportive, tangible, and mutually beneficial investment. It signals that organizations value their physicians as people, not just as interchangeable “providers.”
While coaching alone cannot resolve the systemic challenges in healthcare, when used as part of a comprehensive strategy it can:
Improve patient care and satisfaction
Strengthen teamwork and communication
Foster a healthier, more resilient workforce
Enhance physician well-being
As healthcare systems position themselves for the future, investing in physicians well-being is both sound strategy and good business.
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