Intimidation

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1Care4Life

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Hello residents from all over!

I'm a first year resident, and I've come across a pretty major issue which I'm sure is common for all of you. Intimidation/bullying by preceptors.

I have thankfully never had to deal with it, but I would like to help my chief residents and administration address this issue.

What do I mean by intimidation?

Using profanities, yelling at, insulting or embarrassing residents/medical students for one. Overall, just a lack of respect for those underneath the preceptor. I'm a strong proponent for mutual respect and the saying that a measure of a person is how they treat those of lesser rank than them.

All this obviously inhibits learning and can keep the med student or resident in a state of fear of the preceptor. This is all of course unacceptable.

So far the only thing in place are the end of rotation evals. Besides this, one could goto the administration but often times this isn't done because of the fear that such an action could affect their success on the rotation or might isolate the resident/med student to the preceptor.

So I just wanted to gauge what novel means your programs have in place, besides what I've mentioned, in dealing with this?
 
Not worth losing your job. Keep your head down and get through it. Once you finish residency, meet him in the parking lot and settle the score. But until then...

9vXU26E.gif
 
This behavior is rare thankfully--but there is occasionally a bad egg. The sad truth of the matter is this: unless the faculty member is new it is unlikely that your program director Doesn't know about it. Now, if someone throws something at you, hits you, or is sexually inappropriate then I'd blow the whistle as loud as possible.

But you aren't describing that situation and 'whining' about it to your PD isn't going to endear you. I'd echo the other responders and say document it in the end of rotation eval. You may not think it matters (and to some extent it doesn't depending on the seniority of the faculty )but for promotions they do look at that information
 
Taciturngosamer said:
.... I'd echo the other responders and say document it in the end of rotation eval. You may not think it matters (and to some extent it doesn't depending on the seniority of the faculty )but for promotions they do look at that information
Click to expand...

bear in mind that anonymity in evaluations at a smaller program can be nonexistent, and you might be poking a bear. Every program has it's jerks. If it's not sexual harassment or physical violence, you might be better off keeping your head down and ignoring it. You are only passing through, and the discomfort is thus limited.
 
1Care4Life said:
Hello residents from all over!

I'm a first year resident, and I've come across a pretty major issue which I'm sure is common for all of you. Intimidation/bullying by preceptors.

I have thankfully never had to deal with it, but I would like to help my chief residents and administration address this issue.

What do I mean by intimidation?

Using profanities, yelling at, insulting or embarrassing residents/medical students for one. Overall, just a lack of respect for those underneath the preceptor. I'm a strong proponent for mutual respect and the saying that a measure of a person is how they treat those of lesser rank than them.

All this obviously inhibits learning and can keep the med student or resident in a state of fear of the preceptor. This is all of course unacceptable.

So far the only thing in place are the end of rotation evals. Besides this, one could goto the administration but often times this isn't done because of the fear that such an action could affect their success on the rotation or might isolate the resident/med student to the preceptor.

So I just wanted to gauge what novel means your programs have in place, besides what I've mentioned, in dealing with this?
Click to expand...


Document the exact statements and derogatory comments or actions taken against you by any legal means available at your disposal, this can include recording exchanges using a recording device. Reporting this type of situation to the hospital or program director is not going to help you or protect you. You may try looking into the public records to figure where they stand or how the institution that you work for respond to reports of harassment. The best thing to do is to figure out exactly the type of action that is being taken against you and what the motivations are of the person harassing you. If you think that this person is violating your civil rights or engaging in behavior that can categorized as criminal activity, for example, utilization of force or threats of hitting you or physically abusive behavior. Notify the accreditation board, state medical board, and legal authorities, there are too many abusive and nasty people out there and no one has the right to be disrespectful to you.

Complaining to ACGME is not the end of the world. If there is a accreditation standard that is not being met or is being violated and so on, you should submit a complaint to ACGME.

All the same, negative evaluations are not worth the panic. As far as I know, most people got bad evals and the likes without it being an issue to completing their residency.
 
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taciturngosamer said:
this behavior is rare thankfully--but there is occasionally a bad egg. The sad truth of the matter is this: Unless the faculty member is new it is unlikely that your program director doesn't know about it. now, if someone throws something at you, hits you, or is sexually inappropriate then i'd blow the whistle as loud as possible.

but you aren't describing that situation and 'whining' about it to your pd isn't going to endear you. I'd echo the other responders and say document it in the end of rotation eval. You may not think it matters (and to some extent it doesn't depending on the seniority of the faculty )but for promotions they do look at that information
Click to expand...

. . .
 
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interimchair said:
document the exact statements and derogatory comments or actions taken against you by any legal means available at your disposal, this can include recording exchanges using a recording device. Reporting this type of situation to the hospital or program director is not going to help you or protect you. You may try looking into the public records to figure where they stand or how the institution that you work for respond to reports of harassment. The best thing to do is to figure out exactly the type of action that is being taken against you and what the motivations are of the person harassing you. If you think that this person is violating your civil rights or engaging in behavior that can categorized as criminal activity, for example, utilization of force or threats of hitting you or physically abusive behavior. Notify the accreditation board, state medical board, and legal authorities, there are too many abusive and nasty people out there and no one has the right to be disrespectful to you.
Click to expand...

. . .
 
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DarthNeurology said:
Because the OP doesn't like seeing their comrades being urinated on?
Click to expand...

If the people being yelled at don't care enough to speak up, why should he/she?

Respect begets respect. Nobody will respect anyone who yells at or belittles people in front of others. However, everyone will respect someone who can work with those kind of people and get the job done anyway.
 
blue dog said:
if the people being yelled at don't care enough to speak up, why should he/she?

Respect begets respect. nobody will respect anyone who yells at or belittles people in front of others. however, everyone will respect someone who can work with those kind of people and get the job done anyway.
Click to expand...
. . .
 
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You're kinda riffing on the OP's post at this point.

I'm still not really sure what the big deal is about attendings who yell. Everybody knows one of those. Seriously, grow a thicker skin. And, when you're the attending, don't be "that guy."
 
blue dog said:
you're kinda riffing on the op's post at this point.

i'm still not really sure what the big deal is about attendings who yell. everybody knows one of those. Seriously, grow a thicker skin. And, when you're the attending, don't be "that guy."
Click to expand...

. . .
 
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blue dog said:
you're kinda riffing on the op's post at this point.

I'm still not really sure what the big deal is about attendings who yell. Everybody knows one of those. Seriously, grow a thicker skin. And, when you're the attending, don't be "that guy."
Click to expand...

. . .
 
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DarthNeurology said:
Just for example, tell me that didn't get under your skin.
Click to expand...

Not in the slightest.

You're really off on a tangent at this point, of course.

To the OP's point, most hospitals nowadays have some sort of published guidelines for physician behavior. I'd refer to those, personally, if I thought someone were truly overstepping the bounds of decency.
 
 
No kidding. What is the point of making a dozen posts and then immediately deleting them? Either it's important enough to say and leave in place, or it's not worth saying.
 
1) Take the lay of the land of your program.

Your job is to fit in at your program. If you're lucky to fit into a program that is supportive of residents' education, then report these things. Otherwise, hire a therapist, and keep your mouth shut, because you won't be doing yourself, or anyone else, any favors.

If you rock the boat and start complaining, they will retaliate and file away each and every one of your minor transgressions: the moment you show up 5 minutes late due to traffic, it goes down as "unprofessional" behavior on the ACGME 6 core competencies. Your career is over because you complained about being bullied.

This is your reality check.

You can't fight the bullies in residency, because they're often friends with the powers that be. Why do you think they're cocky enough to bully you?

Just keep your head down.
 
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