March 14 2025

Physician Leader: Embracing Your Role

Do you see yourself as a physician leader? You went through medical training to care for patients. Yet here you are in a position you may not have anticipated. Whether you realize it or not, as a physician, you are a leader. Every day, you’re balancing patient care, administrative headaches, and team dynamics. Feeling overwhelmed sometimes? Trust me, you’re not alone.

I’ve worked with countless physicians who excel clinically but find themselves struggling with poor team engagement, budget battles, or performance issues. Sound familiar? Many of us try to tackle these challenges solo—after all, isn’t that what we’ve been trained to do? But here’s the thing: there’s a better way.

The Leadership Trap We All Fall Into

Think about your typical day. When a problem arises, what’s your instinct? If you’re like most physicians, you jump in to fix it immediately. It’s hardwired into our brains. We see a problem, we solve it.

But have you noticed this approach sometimes backfires? Here’s why:

Your team starts depending on you for every little decision
Your staff never develops their own problem-solving muscles
And you? You’re exhausted, taking on everyone else’s problems on top of your own

I recently worked with a brilliant cardiologist who couldn’t understand why her clinic was in constant chaos despite her best efforts. “I’m solving problems all day,” she told me, “but nothing ever stays fixed.”

From Superhero to Super Coach

What if I told you the most effective physician leaders don’t have all the answers? Instead, they’re the ones who ask the right questions.

When you shift from problem-solver to coach, something magical happens. Instead of being the superhero swooping in to save the day (and burning yourself out in the process), you become the guide who helps your team discover their own solutions.

Think about it—don’t we all feel more invested in solutions we help create? Your team is no different.

What’s In It For You?

Adopting a coaching approach is good for your team and can be a lifesaver for you, too. Here’s what you’ll gain:

A team that can function without your constant input (imagine taking a vacation without 50 texts a day!)
Stronger relationships built on trust rather than dependency
Solutions that actually stick because they have buy-in from the start

One of my clients , implemented this approach and texted me after just two weeks: “I actually left the office on time three days this week. First time in years!”

The Secret Weapon: Asking Powerful Questions

Now, I’m not suggesting you start every conversation with, “How does that make you feel?” That’s not what effective coaching is about. Instead, it’s about asking questions that unlock thinking and inspire action.

Let me share a simple formula for questions that work:

1. Keep it short (seven words or less)
2. Start with “What” or “How” (they open doors rather than closing them)
3. Make it thought-provoking without being confrontational

For example, instead of saying, “You need to improve your documentation,” try asking, “What’s getting in the way of timely documentation?” See the difference?

Traps for A Physician Leader To Avoid

We’ve all been in conversations that go nowhere. Often, it’s because we’ve fallen into common traps. Here are a few traps to avoid:

Machine-gunning questions without waiting for answers
Asking a question when we already have “the answer” in mind
Turning a simple question into a mini-lecture
Steering the conversation to match our preconceived notions
Cutting people off before they’ve finished their thought

Old habits die hard! Being a physician leader does not mean you will get it right everytime. Give yourself some grace and start to recognize the traps you most commonly fall into.

Let’s Get Practical

You might be thinking, “This sounds great in theory, but what about real-world situations?” Fair enough. Here are a some scenarios physician leaders commonly face:

When Having a Tough Conversation with a Team Member

Your instinct will be to offer solutionsn and point out what you think the proble is. Rather than jumping straight to solutions or criticism, try:

“What’s on your mind?”
“What’s the real challenge here for you?”
“What do you want to achieve here?”

When Implementing a New Protocol or System

As a physician you are great at diagnosing problems and prescribing solutions. When working on a team, you need buy in. So, instead of simply announcing changes, ask for input. Here are a few ways to do so:

“What excites you about this change?”
“What concerns do you have?”
“How do you see your role in making this work?“

When Supporting a Struggling Colleague

Rather than offering or prescribing solutions, try a different approach. Ask thought provoking questions.

“What have you tried so far?”
“What’s one thing that might make a difference?”
”What support would be most helpful right now?”

A Framework You Can Use Tomorrow

If you’re looking for a structure to guide your coaching conversations, I love the GROW model. It’s simple to remember and incredibly effective:

G – Goal: “What do you want to achieve?”
R – Reality: “Where are you now? What’s happening?”
O – Options: “What could you do? What alternatives do you see?”
W -Way Forward: “What will you do? By when?”

Remember though, this is a guide, not a script. Let the conversation flow naturally while keeping these elements in mind.

After the Conversation

The magic doesn’t stop when the conversation ends. To really make coaching work it is important to follow up and remain engaged:

Keep your curiosity alive – ask follow-up questions in your next interaction
Reflect what you heard – “So what I’m hearing is…”
Acknowledge their insights – “I appreciate your perspective on this”
Share your thoughts (but only after fully understanding theirs)
End with a commitment question – “What’s your next step?”

Why This Matters So Much

This isn’t just about being a better physician leader—it’s about creating a sustainable healthcare environment where everyone thrives. Recent research published in the Journal of Healthcare Leadership found that physician leaders who use coaching approaches see 30% higher team engagement and 25% lower burnout rates.

Think about that—a simple shift in how you communicate could significantly impact your team’s wellbeing and performance. In today’s healthcare environment, can we afford not to make this change?

Your Leadership Journey Starts With One Question

You don’t have to transform your leadership style overnight. Start small. In your next team meeting or one-on-one conversation, challenge yourself to ask just one powerful question and then—this is the hard part—wait for the answer.

Remember, leadership isn’t about having all the answers. It’s about asking the right questions that help others find their own solutions.

What’s one conversation you could approach differently tomorrow? I’d love to hear how it goes.

By implementing a coaching leadership style, physician leaders can significantly improve their career satisfaction and create a more engaged, capable, and resilient team. Start your journey towards transformative leadership, schedule a free consult to learn more about the courses and coaching offered by The Developing Doctor today.