Written by Desmond Bell, DPM, CWS

I had never heard the term “Life Coach” until a few years ago, and I must admit, it conjured up all kinds of mental images. Who needs a guy with a whistle around his neck, carrying a clipboard, yelling at someone as they do basic tasks like making their bed, cleaning the house, or going to the supermarket? Personal trainers have been around for some time, helping “motivate” people with their fitness regimens, so I assumed a Life Coach was something similar, only beyond the walls of a gym. I did not think there would be much value for me, an independent problem solver who has never lacked motivation in completing tasks. I also figured that life coaches could be a good thing for someone who needs constant prodding, but also held the opinion that people who would seek out such a service were looking for an easy fix or for someone to solve their problems.

Having grown up playing organized sports through high school and beyond, coaches represented the final authority. The coach shapes the team roster based on what they believe are the needs of the team, organizes practice, and makes the decisions on game day. The players have some accountability for sure, but their input is limited, and in the final analysis, the coach gets much of either the credit or the blame for the results. That being stated, it is the coach who must bring out the best in his players and team. The coach is really a partner in the effort and shares in the accountability. The coach, then, is really an Accountability Partner to each member of the team.

When I first learned about MD Coaches, I wasn’t sure what to think. I asked myself, why would doctors, of all people, need coaches? It seems contradictory in the sense that if any group of individuals could be classified as “Life Coaches,” it would be doctors and, therefore, the least in need of such a service. Again, using my own experiences as a barometer, I asked why doctors need someone telling them what to do at this stage of their lives, especially if it is motivation they are lacking. Doctors are among the most highly competitive group of individuals, as the process to gain admission into medical school can sometimes be described as “cutthroat.”

What an eye-opening experience it has been for me over the past several years, as I have realized my first impressions of coaching, especially the need among doctors, could not have been more inaccurate. I was recently asked a question regarding coaching, and it was when I heard the answer coming out of my mouth that I realized most of my misconceptions were based on the name “Life Coach.”

I explained to the person who asked me the question that I thought the term mentor was a much more accurate term than coach. Mentoring, especially between peers, encompasses the type of relationship that doctors go through during their post-graduate training and beyond. We are always learning from our peers and sharing our wisdom among our colleagues. This is part of the Hippocratic Oath and is one of the many incredible aspects of medicine, a career that encourages and expects sharing of knowledge that will benefit others. Mentors encourage, share, and listen. They assess and engage their peer in such a way that they promote problem-solving through self-awareness and discovery. Coaching conjures up goal attainment that comes from an accountability partner, and while coaches can also be mentors, not all mentors can be Coaches. Coaches are employed to help identify, strategize, and progress toward goal attainment.

In uncertain times like the ones we are living in, it is no wonder we are seeing troubling symptoms among our peers in medicine. Physician burnout, general unhappiness, career changes, higher-than-average divorce rates, and suicide are just some examples that should set off an alarm, yet in a profession that demands putting others before self, if an alarm has gone off, it has blended in with lots of other background noise. The value of peer-to-peer coaching offers can be a lifeline. Ultimately, solutions come from within, but the process of identifying issues and solving problems with a coach can be invaluable.

Coaching and the Business of Healthcare

There is no shortage of evidence supporting the benefits of coaching on the individual, but what about the bottom line? How can coaching positively impact the business of healthcare as a whole?

Improved communication flow:

When colleagues learn intentional listening skills, they subsequently sharpen communication skills in tandem. Many systemic problems begin with a lack of communication or a disconnection between expectations and reality. Coaching helps participants determine the best way to communicate their own needs while enhancing their own emotional intelligence for working alongside leaders and peers.

Employee retention:

Satisfied employees become loyal employees. When physicians feel understood, valued, and heard, they are more likely to bring their best selves to work.

Right people, right seats:

Coaching is a highly beneficial way to help physicians determine their path to leadership positions. When you align interest, skillset, and vision with the candidate and the position, you set an enthusiastic path forward for both the physician and the organization.

Saves money:

When you combine these benefits, there is a great chance the bottom line will see improvement due to the lack of spending on recruiting new talent and addressing employee burnout on a case-by-case basis.

Over time, your purpose may change as you evolve, gain perspective, and grow through life experiences. Going back to basics, when things get complicated, can reduce background noise and the factors that lead to the stress and unfulfillment of a life without direction. And coaching can benefit not just the individual but the organization as a whole.