Identifying optimal program structure, motivations for and barriers to peer coaching participation for surgeons in practice: a qualitative synthesis

Valanci-Aroesty, Sofía; Wong, Kimberly; Feldman, Liane S.; Fiore, Julio F.; Lee, Lawrence; Fried, Gerald M.; Mueller, Carmen L.

doi:10.1007/s00464-020-07968-9

Cited by 6 publications

(11 citation statements)

References 36 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Our survey results are encouraging, as the large majority of respondents expressed an interest and openness to participating in coaching, both as the coach and the coachee. The most commonly cited potential barriers to participation were logistical, such as scheduling issues, credentialing, and case availability, rather than cultural barriers as reported in previous studies [11,21]. Few respondents to this survey expressed fears of judgment by peers or the risk of seeming incompetent as perceived barriers to participation in coaching programs, supporting that awareness and acceptance of peer coaching may be changing in surgery.…”

Section: Discussionsupporting

confidence: 55%

“…Questions were developed using an iterative process based on a framework for coaching program implementation developed from previous studies by our group [7,11]. Survey questions were organized around the following three themes: (a) optimal program structure, (b) benefits and motivations, and (c) potential barriers to coaching participation.…”

Section: Survey Designmentioning

confidence: 99%

“…Despite these positive findings, peer coaching remains mostly confined to the research arena. Small North American studies have identified potential barriers to peer coaching utilization that include fear of judgment and loss of autonomy, lack of time, logistical constraints, remuneration concerns, and a perceived lack of need for this modality compared to traditional CPD activities [7,11]. Successful planning and implementation of peer coaching programs will require a better understanding of the baseline receptivity to, awareness of, and perceived needs for peer coaching among surgeons globally.…”

mentioning

confidence: 99%

See 2 more Smart Citations

Considerations for designing and implementing a surgical peer coaching program: an international survey

et al. 2021

Self Cite

View full text Add to dashboard Cite

Background Surgical peer coaching has been associated with high rates of practice change but remains largely unutilized. The purpose of this study was to survey surgeons internationally to investigate attitudes regarding peer coaching and to identify any international differences to inform the design of future coaching programs. Methods Practicing surgeons in general surgery or related subspecialties were eligible to participate. Invitations to complete the survey were distributed through 13 surgical associations, social media, and personal e-mail invitations. Responses were obtained between June 1st and August 31st, 2020. Results A total of 521 surveys were collected. The majority of participants practiced in North America (263; 50%) with remaining respondents from Asia (81; 16%), Europe (34;7%), South America (21; 4%), Africa (17; 3%), and Oceania (6; 1%). Duration of practice was equally distributed across 4 intervals (0-5 years; 6-15 years; 16-25 years; > 25 years). Respondents most frequently identified as general surgeons (290; 67%) and 325 (75%) were male. Awareness of peer coaching was reported by 275 (53%) respondents, with 197 (44%) never seeking formal feedback from peers. The majority of respondents (372; 84%) would be willing to participate in a peer coaching program, with monthly interactions the most desirable frequency reported (193; 51%). Coaching in the operating room was preferred by most participants (360; 86%). Few respondents (67; 14%) would accept coaching from someone unknown to them. Participants identified key coaching program elements as: feedback kept private and confidential (267; 63%); opportunity to provide feedback to the coach (247; 59%); personalized goal setting (244; 58%); and the option to choose one's own coach (205; 49%). The most commonly cited potential barrier to participation was logistical constraints (334; 79%). Conclusion This international survey of practicing surgeons demonstrated that peer feedback is rarely used in practice, but there is high interest and acceptance of the peer coaching model for continuous professional development. Findings regarding preferred program structure may be useful to inform the design of future peer coaching programs. Keywords Surgical coaching • Continuous professional development • Peer feedback • International surveyThe need for ongoing skills development is well recognized in surgery. During training, surgical residents benefit from senior surgeons' teaching and feedback to achieve proficiency and gain competence [1][2][3]. Once training has ended, however, surgeons are responsible for maintaining and advancing their skills independently with few opportunities for formalized feedback from experienced peers.Recently, peer coaching has gained popularity as a novel continuing professional development (CPD) modality that allows for individualized feedback for surgeons in practice. Peer coaching establishes a coach-coachee partnership structured around analysis, self-reflection, and feedback to improve performance [4]. Recent studies ha...

show abstract

Section: Discussionsupporting

confidence: 55%

Section: Survey Designmentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

Considerations for designing and implementing a surgical peer coaching program: an international survey

et al. 2021

Self Cite

View full text Add to dashboard Cite

show abstract

“…A multicenter reciprocal peer surgical coaching program was designed according to the framework developed in a previous study by our group [12]. The coach-coachee matching process was voluntary and autonomous.…”

Section: Program Designmentioning

confidence: 99%

“…While peer surgical coaching has been positively perceived [10,12] and a recent worldwide survey found that receptivity to surgical coaching is high [13], it remains unclear how to design and implement a widely acceptable program across the surgical spectrum. One of the key characteristics is the coaching relationship.…”

Section: Introductionmentioning

confidence: 99%

Reciprocal peer coaching for practice improvement in surgery: a pilot study

et al. 2022

Self Cite

View full text Add to dashboard Cite

Background Peer coaching has been associated with much higher rates of practice changes and new skill implementation compared to common used modalities but bilateral peer coaching structures where seniority is not a requirement to coach have not been studied. The purpose of this study was to implement and evaluate a reciprocal peer coaching pilot program for practicing surgeons to inform future coaching program design. Methods A multicenter reciprocal peer surgical coaching program was designed according to the framework developed from previous studies by our group. The coach-coachee matching process was voluntary and autonomous. All participants received basic coaching skills training. Pairs were instructed to complete two coaching sessions, alternating between the coach or coachee role for each session. Data were collected through questionnaires and structured interviews. Results Twenty-two participants enrolled in the pilot study and completed the coach training (88% enrollment rate). During the first wave of COVID-19, 12 participants withdrew. Of the five pairs that completed the program, three pairs were composed of general surgeons, one of orthopedic surgeons, and one ophthalmologic surgeon. Three sessions were conducted live in the OR, five virtually, and one involved an in-person discussion. Overall satisfaction with the program was high and all participants expectations were met. Participants were significantly more likely to predict "routinely" asking for feedback from their partner after study completion (6, 66%) compared to pre-intervention (p = 0.02). Conclusion This pilot study supports the feasibility of a peer coaching model for surgeons in practice that emphasized reciprocity and participant autonomy. These key elements should be considered when designing future coaching programs.

show abstract

A Faculty-Centered Career Consultation Service in an Academic Health Sciences Center: Five Years of Presenting Problems, Demographics, and Recommendations

Stepleman,

Coleman,

Brady

et al. 2024

J Clin Psychol Med Settings

View full text Add to dashboard Cite

Identifying optimal program structure, motivations for and barriers to peer coaching participation for surgeons in practice: a qualitative synthesis

Cited by 6 publications

References 36 publications

Considerations for designing and implementing a surgical peer coaching program: an international survey

Considerations for designing and implementing a surgical peer coaching program: an international survey

Reciprocal peer coaching for practice improvement in surgery: a pilot study

A Faculty-Centered Career Consultation Service in an Academic Health Sciences Center: Five Years of Presenting Problems, Demographics, and Recommendations

Contact Info

Product

Resources

About