Feedback from attendings

[kwel]

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Everytime we do feedback with our attendings I always get comments like "you're doing great! I don't know anything you could do better" or "good job! my only feedback is the same I give to everyone: read more", etc etc. I always try to pry for actual specific feedback by asking about certain aspects of my performance (presentations, fund of knowledge, etc.), but it never seems to garner extra feedback.

Obviously these comments make me happy and everything, but I wonder if (a) they're actually true, (b) this is just how attendings give feedback in general, or worse (c) this is what attendings say when you are doing so many things wrong that they don't even know where to start.

It's just frustrating because if I don't get feedback I have no clue where I can work to improve. Anyone had this kind of situation?

 

[45408]

How is your written feedback? If it's also good, then maybe you are just doing everything as well as they're expecting you to. It doesn't mean that you don't have anything to work on; it just means that you should work on everything equally.

 

[VisionaryTics]

It's just frustrating because if I don't get feedback I have no clue where I can work to improve. Anyone had this kind of situation?

Yes, every time I have ever asked for feedback.

No idea what my attending thinks of me on this rotation.

 

[mercaptovizadeh]

Unless the attending offers feedback, and almost in an enthusiastic fashion, I wouldn't assume it's genuine. I mean, if you ask him "How am I doing?" most people are too shy to tell you bluntly about your deficiencies. They leave that for written comments at the end of the course, which is why we then get blindsided by an attending we thought had a decent view of us.

I make no assumptions. I hope I can make HP for most rotations, honors is cherry on the cake.

 

[GoSpursGo]

I tend to ask for feedback as, "Do you have any specific thoughts on ways I can improve?" If there is something where you know you have a deficiency or where you would like to improve, you might want to bring that up specifically, ie, "Any thoughts on ways I can improve on X," as they may be more apt to give useful feedback if you focus your question.

If they don't come up with anything more useful than the usual cherry-coated stuff, then don't push it--badgering them isn't going to help you. All you can do is try your best and be enthusiastic.

 

[OveractiveBrain]

Everytime we do feedback with our attendings I always get comments like "you're doing great! I don't know anything you could do better" or "good job! my only feedback is the same I give to everyone: read more", etc etc. I always try to pry for actual specific feedback by asking about certain aspects of my performance (presentations, fund of knowledge, etc.), but it never seems to garner extra feedback.

Obviously these comments make me happy and everything, but I wonder if (a) they're actually true, (b) this is just how attendings give feedback in general, or worse (c) this is what attendings say when you are doing so many things wrong that they don't even know where to start.

It's just frustrating because if I don't get feedback I have no clue where I can work to improve. Anyone had this kind of situation?

Weak, non-confrontational attendings do this, and I hate it. Just don't give feedback. BEcause, as a learner, there is obviously SOMETHING i can do better. If I were doing that well, give me my board cert and let me practice.

They aren't true. You do something that annoys them. You can improve in one area or another. But it takes a lot of skill and a great deal of practice to do this and do it well. They don't want your feelings hurt, because then you retaliate with bad evals of them. They don't like talking about bad things, because its uncomfortable, so they avoid them.

It is the bane of progress.

If you encounter this, do as others have suggested above. "That's great to hear, Im glad that I am doing well. It sounds like I am delivering what you expect OF A MEDICAL STUDENT. But you know, I'm looking to push it to the next level. Have you noticed something that I can improve? Where am I deficient? And, lets talk about a strategy that I can use to get better in that area."

I took my more-or-less canned talk I start my feedback sessions with and just flipped it. Usually I am saying this to a subordinate, to work on things they DONT do well. But if you WANT to be given a real evaluation, ask for it! This significantly reduces the emotional burden of bringing up something bad, and opens the door for improvement (you are literally asking for it). Just dont be upset when something personal comes up, or something you thought you were good at they think you'r bad at.

DONT fight it. DONT explain why you are actually good at it. Just accept it. Teach them that its not only OK, but expected, that they try to make you better.

This sounds rediculous, a student convincing the attending to given them feedback. But, sad as it may sound, sometimes thats what you have to do!

 

[gravitywave]

^ ^ ^ outstanding post 👍

 

[ArcGurren]

It varied for me. I had some attendings who gave very vague feedback ("oh you're fine, bye") and would grade basically the same for everyone on the rotation. I had some attendings who were fantastic and would give incredible, detailed feedback; I'd always ask about halfway through and I would make a conscious effort to improve on whichever part they felt was lacking. I remember on my pediatrics rotation I had an attending tell me that I was doing fine, and just to focus on a couple small points, and noted at the end in my written evaluation that I had "improved tremendously" (which was nice of her 😀). On the other hand, I had some attendings write "good fund of knowledge, presented well" for everyone on the service and gave everyone the same grade. Hated that.

 

[SLUser11]

Everytime we do feedback with our attendings I always get comments like "you're doing great! I don't know anything you could do better" or "good job! my only feedback is the same I give to everyone: read more", etc etc. I always try to pry for actual specific feedback by asking about certain aspects of my performance (presentations, fund of knowledge, etc.), but it never seems to garner extra feedback.

Obviously these comments make me happy and everything, but I wonder if (a) they're actually true, (b) this is just how attendings give feedback in general, or worse (c) this is what attendings say when you are doing so many things wrong that they don't even know where to start.

It's just frustrating because if I don't get feedback I have no clue where I can work to improve. Anyone had this kind of situation?

For me, I usually don't get enough meaningful interaction with the students to give useful feedback. Rotations are very short (2 weeks), and I'm on a panel with 5 other attendings, so the students are in and out before I get to know them. If I witness very good or very bad behavior, it's a little easier.

In general, I think the senior residents can give you the most useful feedback. At least in surgery, they have more constant, meaningful interactions with you. When I fill out evaluations, I rely heavily on my chief for information.

 

[Raryn]

My favorite feedback during M3 year was a resident who said, and I quote, "You're doing fine. Keep doing what you're doing, just try to do it better."