Bujak J S
Kootenai Medical Center, Coeur d'Alene, ID, USA.
Physician Exec. 1998 Sep-Oct;24(5):14-7.
This article reflects upon some of the dynamics that prevent physicians from successfully engaging change. Physicians are enculturated to the competitive and hierarchical, and to value personal autonomy. These traits promote distrust and inhibit the formation of collaborative relationships. At this time of growing complexity, when most other industries are developing styles of work based on teamwork, worker empowerment, cross training, and information sharing, physicians cling to the metaphor of the ship's captain, a lone decision-marker and authoritarian possessor of grand knowledge. And yet, in order to lead, physicians need to learn to work differently and nurture a more collaborative approach. The author's blueprint for change includes: Stop trying to manage consensus; commit to measured accountability; think systemically; don't make the mistake of thinking that people will follow because you are right; and, most importantly, create relationships based on shared purpose and principles.
本文反思了一些阻碍医生成功推动变革的动态因素。医生们深受竞争和等级制度的文化熏陶，并重视个人自主权。这些特质会滋生不信任，抑制合作关系的形成。在这个日益复杂的时代，当大多数其他行业都在发展基于团队合作、员工赋权、交叉培训和信息共享的工作方式时，医生们却执着于船长的比喻，即独自做决策且拥有渊博知识的独裁者。然而，为了引领变革，医生们需要学会以不同的方式工作，并培养更具协作性的方法。作者的变革蓝图包括：停止试图管理共识；致力于适度的问责制；进行系统思考；不要误以为因为你正确人们就会追随；最重要的是，基于共同目标和原则建立关系。
