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How to Make Your Next Physician Practice Feel like a Vacation

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If that headline grabbed your attention, it’s likely that you are either on vacation or wish you were! By definition, vacation is the time you spend on travel or recreation – away from work. So, how is it possible to make your next physician practice feel like a vacation?

If you pick the right practice in the right place, it is possible to enjoy some of the feelings, sensations, and experiences you have on vacation on an everyday basis.

It takes a bit of personal introspection and a good guide who can help you align what makes you happy on vacation with a job that delivers those same satisfiers both within the practice and outside of work.

First, take inventory of what you love about vacation (other than not being at work)!

  • Time: How do you spend your time on vacation? Do you plan to see, do or learn new things? Do you enroll in a course or take on a project? Do you recharge through reading, contemplation or the fine art of “doing nothing”?
  • People: Describe the energy you get from the people you are around when vacationing. Do you find solitude restorative, or do you enjoy traveling with a group? If you have a family, what are things you do together, and how do you like to spend any alone time?
  • Surroundings: What are the must-haves for your vacation destinations? Do they include access to water and mountains, or nightlife and culture? Do you relish challenging exercise or spa treatments? Are you all-in for local cuisine, history and notable sites? Maybe there is a hobby or special interest at the top of your list.

Next, explore how a potential practice opportunity and community align not only with “Dr. You,” but also with “Vacation You.”

Do not be afraid to ask your recruiter lots of questions. They understand that your medical skills – which can be applied in nearly any setting – are in high demand. Their goal is to differentiate each opportunity by showing you how they can meet your goals for quality of practice and quality of life.

Give them plenty of insight about your priorities so that they can customize the schedule for your interview. You will need ample opportunity to see how the amenities and culture – of both the organization and the community – will contribute to your overall work/life experience. Remember, you want to see and hear about the things that will evoke the same energy you feel on vacation.

Is the practice team-based or mostly autonomous? What group activities or committees are part of the job? Is time available for research, continuing education, medical missions or sabbaticals?

Does the facility offer yoga class, hiking trails, a meditation garden or gym? If there is onsite daycare, you may be able to drop in for lunch or special activities with your children. Do colleagues and their families enjoy any similar hobbies and interests as you and your family?

The U.S. is full of best-kept secrets. Some may be minutes away from fishing, horse trails, wineries or water sports that you normally must wait to enjoy on vacation. There may be fabulous dining and entertainment nearby that will make weekends special, or enough local history to allow you to be a tourist in your own town.

When you identify the restorative aspects of vacation that are unique to you, the choice of practice opportunities will become clear. The sum of positive team dynamics, small daily pleasures, local amenities and weekend excursions will go a long way toward making work feel more like a vacation.

Jackson Physician Search recruiters personally visit their client’s location so they can help candidates accurately evaluate fit. If you want to know more about any of our physician opportunities, please contact us.

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Solving the Physician Work-Life Balance Equation

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RVUs and Future Physician Compensation Models

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Recent surveys are showing a growing shift toward value-based incentives as a component of discretionary compensation, but production in the form of work RVUs are still the most prevalent salary factor.  To review, Relative Value Units (RVUs) are based on a scale originally designed to determine reimbursements from Medicare and/or Medicaid. RVUs represent a calculation of the effort expended by a physician when treating patients as a reflection of the time, skill, training required, and intensity of the service being performed. Using RVUs as a measure of productivity has been widely accepted because the scale reflects the reality that patient interactions are not equal.  For example, a physician treating complex or high acuity patients will earn more RVUs than one who treats ten low acuity patients in a day. For up to date RVU values, you can download the 2018 Physician Fee Schedule from the Centers for Medicare and Medicaid Services.

Primary Care Physicians are in demand throughout most of the United States, even though the recent Medical Group Management Association (MGMA) Physician Compensation Report results are not reflective of a high-demand market. The MGMA report along with the American Medical Group Association (AMGA) Compensation Survey show that physicians are receiving annual increases in the range of 1% to 4% depending on the specialty.  These modest increases are expected to continue in spite of the projected physician shortfall of between 42,600 and 121,300, as reported by the Association of American Medical Colleges.

According to the MGMA survey, the annual median reported RVUs was 4,928 in family medicine, 4,698 in internal medicine, and 4,902 in pediatrics.  Both the MGMA compensation survey and AMGA survey reported flat productivity in family and internal medicine, although pediatric RVU reports differed.  The AMGA survey results show a decline in median pediatric RVUs while the MGMA survey indicated a measurable increase in pediatric productivity.

The latest challenge for healthcare industry administrators has been adjusting physician compensation to model the shift toward value-based measurements.  In 2009, approximately 41% of medical groups related that at least some of their physician compensation had a value-based component as opposed to 60% in 2016.  Overall, value-based pay accounted for less than 7% of a physician’s total compensation.

As is often the case, Medicare/Medicaid reimbursements are driving much of the healthcare industry changes.  For example, look no further than the 2016 passage of the Medicare Access and CHIP Reauthorization Act (MACRA) which builds upon many of the payment and delivery reforms that originated with the passage of the Affordable Care Act. One of the stated goals of MACRA legislation is that 85% of all Medicare FFS payments will be tied to quality by the end of this year.

It may not be too radical to envision future physician compensation models that do not contain an RVU/production component.  More likely, as health care reform measures continue to push greater access, drive value over volume, and control reimbursement levels, RVUs may become largely irrelevant.

Are you having difficulty with physician compensation?  Our team at Jackson Physician Search can help.  Contact us today to learn more about our team of industry experts and what we can do for you.

Pros and Cons of Physician Compensation Models

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While the business of healthcare grows increasingly complex, fortunately, physician compensation models have generally become less complicated over time.  Even though there are still many different payment models in use, physician compensation structures are easier to manage and understand then they were in the past.  Physician payment models will never be a one-size-fits-all proposition for health system administrators.  The following is a brief synopsis of the pros and cons of the most popular physician compensation models.

Straight Salary

Using a preset level of income for physicians is the easiest model to understand.  Typically, the physician is contracted to achieve defined levels of productivity and quality.  On the pro side of a salary model, the physician has a sense of security and a guaranteed level of income.  The con aspect is that a straight salary model does not encourage innovation, or cost reduction efforts.

Salary Plus Bonus

As a means to encourage physicians to increase income, reduce costs, or achieve other predefined performance metrics, a salary plus bonus payment model may be in use.  It achieves the benefit of providing physicians with a guaranteed salary while also having an opportunity to earn a bonus. There aren’t as many cons with this popular method of compensation, although it is critical to determine the appropriate metrics for structuring the bonus.

Equal Shares

The equal shares model of compensation divides revenue equally among the group of physicians after expenses are covered.  This method is most common in smaller medical groups or specialty practices. One of the pros of an equal shares model is that there is a natural aversion to the overutilization of resources.  A downside of this payment model is that there is no incentive for creating efficiencies or higher productivity. In some cases, conflict is created when there is a perception that one or more of the group are under producing.

Pay-for-Performance

More physicians are finding that systems are implementing variations of a pay-for-performance model as a way to tie financial incentives to the achievement of predetermined performance goals.  An obvious benefit to this payment model is that achieving critical performance and quality targets are incentivized.  Physicians are being encouraged to innovate.  On the downside of pay-for-performance models is the complexity and administration of the program.

Productivity-based

Another payment model with many variations is productivity-based compensation.  In this model, physicians receive a percentage of their billings, or they are paid according to a scale that is based on procedures being performed or the type of patient visit. This scale, the resource-based relative value scale (RBRVS) assigns units to each activity a physician performs, called relative value units (RVUs).  An advantage of productivity-based models is that physicians are rewarded for extra effort, and they are also encouraged to be mindful of excessive overhead costs.  A negative result of RVU models is that it may lead to an overly competitive environment between physicians. Another criticism of this model is that while effort is rewarded, there is less consideration of outcomes.

While every compensation model currently in use has not been covered here, it is clear that are many different ways that physicians are being paid for their work.  Pay will always be a factor in determining your next career move, so it is important to understand how your salary is being determined.  Stay tuned to the Jackson Physician Search Blog for a deeper dive into compensation plans that are determined on RVUs.

Our team has decades of physician compensation experience. For personalized information about what we can do for you, contact us today.

JPS Recruiters Live: Deciphering Physician Compensation

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You can watch the recording of JPS Recruiters Live: Deciphering Physician Compensation on our Facebook page. (24 mins.)

If you are considering a job change or already interviewing, we can help you understand your compensation options.

When to Ask About Compensation

It’s important to know when to talk about compensation and what to ask. Wait until after a successful site visit to start talking about compensation. Ask what the employment model is. That will have a significant impact on taxes and benefits.

Guaranteed Salary

Then ask what the initial guaranteed salary is. Generally, the initial term is 1-3 years. In some cases, the term is negotiable, but be careful when negotiating. Asking for a shorter term may give the employer the impression that you are a job hopper.

Compensation Formula

After negotiating your guaranteed salary, ask about the formula used for determining compensation. This is usually productivity based. Meaning, you are going to earn to the level that you produce. Many factors come into play when employers calculate compensation. Percentage of collections or using an RVU model are common options. MGMA is the most common survey employers use to determine their compensation package. More saturated markets, like metropolitan areas, may pay less than rural areas. You can use our Salary Calculator to get a good idea of what to expect.

RVUs

There are some questions you should ask if your compensation or bonuses are RVU based. Your RVU threshold is specific to your base salary and should follow MGMA guidelines. Employers can interpret MGMA information in different ways. They may look at nation numbers or regional numbers, so ask about it. You should also ask what your dollar per RVU will be if you exceed the threshold.

Bonuses

Now that you have discussed your main compensation, it’s time to inquire about bonuses. Bonuses may or may not be available during the initial term of your contract. They are either productivity or quality based. Like your compensation, the basis of your bonus depends on many factors. Payer mix, overhead expenses, the percentage of self-payed patients, and RVU are examples.

Quality Bonuses

Quality bonuses are becoming more common. Quality of care is important to patients, physicians, and administration. Ask how you earn the quality bonus. Is it tied to patient satisfaction, throughput time, or paperwork completion? You should also ask what percentage of employees are earning the quality bonus. This will help you understand if it is attainable. The last question to ask about bonuses is, are they paid out quarterly or once a year?

Long-Term Earning Potential

Finally, ask about the level of productivity you’ll need to have to maintain your income. Another way of asking this question is asking about your long-term earning potential. You can also ask what you should expect once you’re established and how long it takes to get established.

Perks

Added to your compensation and bonuses, you might get offered perks. Don’t expect perks, but if you are considering several options, they are worth exploring. There might be a signing bonus in your offer. If you received an offer and it doesn’t include a signing bonus, you could ask. You should never ask about a signing bonus before receiving an offer. Your offer might include a commencement bonus instead of a signing bonus. You get a commencement bonus on the day you start your employment instead of the day you sign. Retention bonuses are becoming more common. A smaller signing bonus is paired with a retention bonus. They are rewarded for a re-commitment after your initial contract ends.

Relocation stipends are also becoming more common. The amount might be negotiable, and the payouts can vary. Requirements for receiving the stipend can be restrictive. Make sure you understand what it takes to receive the stipend before making arrangements.  Residents and fellows can get education stipends usually one or two years in advance of their employment. Another useful perk for younger physicians is student loan repayment. This perk can come from the employer or from an outside source. If coming from an outside source, you may have to apply. Check the amount of reimbursement you qualify for, what the term is, and what the forgiveness period is.

Benefits

Depending on your employment model you may or may not be eligible for benefits. Benefits can include malpractice coverage, paid time off (PTO), retirement, health insurance, a car allowance, or housing stipend. If offered malpractice insurance, the carrier and policy details will already be established. You should still take time to understand your coverage, what happens if a suit is filed, and what happens when you leave. PTO may or may not be negotiable and is generally 3-4 weeks. You’ll want to ask if that includes sick days, vacation, and CME days. Retirement benefits come in three main forms, a pension, 401k, or 403b. These depend on the employer, whether they are government, private, or non-profit. A car allowance might be available if you’re traveling to many facilities. Housing stipends are rare. They usually depend on housing limitations or distance from facility requirements.

Receiving an Offer

You will either get a letter of intent or a contract. A letter of intent is an outline of the offer. If you are unsure of any part of your contract you should contact an attorney. Take note, not all attorneys are familiar with physician employment agreements. Choose an attorney that is knowledgeable and can commit to a turnaround time that suits your needs. It is also beneficial to meet with an accountant to understand your tax burden and options. Once you sign a contract get a copy for your records.

If you want more help deciphering physician compensation, you can connect with Christen Wrensen on LinkedIn.

Career Paths for Physicians

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In the past, when students graduated with their medical degree, they applied for their medical license and began a long career of seeing patients.  Today, for most physicians their main focus is patient care but many physicians are starting to look at other ways they can apply their skills and expertise.  Let’s examine some of the many career paths for physicians.

Business and Leadership

According to Dr. Maria Chandler, the president of the Association of MD/MBA Programs, more than 50% of our nation’s medical schools are offering a joint MD/MBA degree.  Additionally, the trend among currently practicing physicians is returning to school to pursue their MBA.  As the business side of healthcare becomes more complex, having an MBA provides a unique perspective for seeing the entire healthcare process through a lens of efficiency, cost, and quality.  Another option for physicians with an MBA is working on the management side of healthcare.  Many within the healthcare industry believe that the more physicians get involved with every level of leadership and management, the better. Returning to school isn’t the only option for physician leaders.  There are organizations like the American Association for Physician Leadership (AAPL) that offer resources, training, and networking opportunities for physicians who want to become leaders.

Research 

Students who specifically pursue a career in medical research will maximize their research experiences while in medical school.  However, practicing physicians who are interested can prepare by getting involved in research projects or participating in some form of structured research experience.  Physician-researchers can work on clinical research trials, laboratory science or health services research.  Work settings might include academic medical centers, pharmaceutical organizations, or even the government.

Teaching 

Another career path for consideration is teaching future physicians or other healthcare professionals.  Teaching can include anything from basic sciences in the early years of medical studies to teaching actual clinical skills to third-and fourth-year medical students.  Other teaching opportunities can include training residents in their specialty, supervising research projects, or teaching physician assistants and nurses.

Insurance medicine

For physicians looking to make a change in their medical career may choose to pursue opportunities in the insurance industry.  These jobs will provide trained medical professionals with regular work schedules and less stress than you would find treating patients.  The work setting for this type of career is to review medical claims and determine the validity of the claim and treatment plans for the claimants. Another responsibility is to represent the insurance company involved in litigation by presenting medical opinion as a special witness or expert.  A smaller number of physicians are taking the opposite approach to this career path by returning to school for their law degree and building a new career practicing medical law by representing aggrieved patients.

Additional Career Paths for Physicians

There are plentiful options for physicians who want to utilize their medical degree but are looking at making changes designed to improve their work-life balance.  Physicians who have a passion for writing can pursue medical journalism, clinical report writing, or taking on editorial duties at healthcare or pharmaceutical companies.  Occupational medicine is a field where physicians can put their knowledge and training into helping companies prevent workplace injuries and illness.

There is no shortage of career paths for physicians to pursue, whether fresh out of medical school or ten years into their professional practice.  Some opportunities require an additional commitment to education like an MBA, law degree, or some other specialized qualifications, but the foundation of your medical degree can lead you anywhere.

If you are interested in exploring new opportunities, contact a Jackson Physician Search recruitment professional today.

Successfully Recruit Physicians to Rural Communities

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It’s challenging to successfully recruit physicians and even harder for rural communities. Let’s look at the current state of physician recruitment, address some of the challenges rural communities face, and dive into how you can improve your recruitment process.

Physician Shortage

The Association of American Medical Colleges states the projected physician shortfall by 2030 is between 40,800 and 104,900. One factor is, though the amount of medical school graduates increases every year, there still aren’t enough residency slots. But, the biggest contributing factor to the projected shortfall is physician retirement. The current shortage makes it hard to recruit physicians and it will only get more difficult as the shortfall increases.

Rural Access to Medical Care

According to the Health Resources and Services Administration and Rural Health Information Hub, access to medical care for rural communities is highly disproportionate. Approximately 20% of the population of the nation lives in rural areas but less than 8% of physicians practice in rural areas. That means rural communities have less access to basic medical care and specialist care. Additionally, the population of rural areas has a higher percentage of people aged 65 and older.

Recruiting Passive Candidates

76% of physician candidates are considered passive. That means they are interested in a new position but not proactively seeking one. Using digital recruiting tools, you can consistently and effectively reach these candidates. Social media is a great place to start. 31% of all physician use social media for professional networking and over 70% of all U.S. physicians are on Doximity, a physician only social network. Leveraging email is also crucial. 95% of all physicians prefer to receive info about job opportunities via email.

Culture and Physician Engagement

Treat an interview as a window to your organization’s culture. Personalize and strategize for every interview. To successfully make a connection you’ll need to tailor the interview team to each candidate. Explore their priorities and motivations to affirm that your community and culture matches well with their values. See how each candidate reacts to your organization’s vision and make certain they see the impact it has on the community. Get the candidate’s spouse and family involved. Show off the best aspects of your facility and enlist your community advocates to impress them.

Improving Your Physician Recruitment Process

The best way to improve your process is to define benchmarks for each step of the process and work to improve them all. We use benchmarks for placements, time-to-fill, interviews-to-hire, acceptance rate, recruitment spend-per-hire, and retention to evaluate ourselves. By better understanding the steps in the recruitment process we become more efficient. Maximizing efficiency allows us to pay extra attention to quality and ensure that we place the right candidates in the right positions.

 

For additional resources on how to recruit physicians to rural communities, check out our thought leadership page. You can also use the form below to contact our physician recruitment experts.

JPS Recruiters Live: The Benefits of Physicians Going Country

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You can watch the recording of JPS Recruiters Live: The Benefits of Physicians Going Country on our Facebook page. (11 mins.)

Benefits of a Rural Practice

There are three main benefits of practicing in a rural area: an elevated skill set, quality of life, and compensation. Even though you probably haven’t considered relocating to a rural setting, you should.

About 10% of the physician workforce currently practices in a rural setting. What does rural medicine or practicing in a rural setting mean?  Rural literally means, in, relating to, or characteristic of the countryside rather than the town. To a physician, it means that you’ll be practicing either in a remote geographical area or in an area with a small population. Only about 20% of Americans live in a rural area.

Elevated Skill Set

The first benefit of practicing in a rural setting arises from the location of the facility where you’ll be practicing. Rural populations have limited access to advanced healthcare facilities, so you will develop an elevated skill set. You could be doing inpatient, outpatient, and emergency medicine. You’ll be developing and honing skills that might not otherwise get used.

Quality of Life

The second benefit of practicing in a rural facility is the quality of life and practice. Because only a small portion of the population lives in rural areas, you’ll experience lower patient volume, lower census, and you’ll have extra time to spend with your patients. Additionally, your impact on the community will be much higher. You will likely become a staple of the community. There is a chance that you’ll be caring for different generations of a single family.

Compensation and Reimbursement

The third and probably most appealing benefit of practicing in a rural setting is compensation and reimbursement. Typically, you’ll see higher compensation in a rural setting and you’ll have greater access to loan repayment resources. You can use our Physician Salary Calculator to see the difference setting has on compensation. Additionally, you will also likely experience a lower cost of living compared to urban and suburban living. As you are probably aware, there are different types of loan repayment programs. Practicing in a rural facility likely qualifies you for the Public Service Loan Forgiveness Program. As part of your compensation package, you could potentially receive over $100,000 towards loan repayment annually. Here is a link to a list of repayment/forgiveness and scholarship programs.

If you have any other questions about practicing in a rural setting, please reach out to Jeff Foster.

Selling Your In-Person Healthcare Organization Brand

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In our continuing series on Healthcare Organization Brand Management, it is time to turn our attention to the importance of having your brand on display during face-to-face interactions with potential physician hires, suppliers, corporate partners, and most importantly the patients receiving care. As discussed in our previous post, your online presence has to support your brand in every aspect.  At the same time, in-person interactions are just as, if not more important than what someone experiences when visiting a website or social media page. Context is diluted or lost online that is present in a conversation. Let’s explore ways that healthcare organizations can ensure that their brand is being supported in personal interactions.

Sell Your Organization Brand from the Inside Out.

The brand that your healthcare organization is building is not just an executive wing program based on feedback from a hired marketing firm.  If your branding is truthful and reflective of organizational goals and values, then it must be embodied by every employee from staff working the information desk, to the medical professionals, all the way up to the C-suite.  Your branding message should be clear, concise, and understood by everyone.

How to Make Your Organization Brand Known.

If the expectation is that your brand is on display within every face-to-face interaction between employees and those they are engaging, there should be a clear understanding for everyone on what the brand is and what the brand looks like.  Most organizations who have undertaken efforts to develop a brand or re-brand, utilize brand ambassadors. Think Disney! Since 1965, Disney Resorts have used brand ambassadors to act as real-life examples of what Disney is all about.

Your organization already has staff that embodies the qualities, skills, and values of your brand and they can be the catalyst for cultivating that brand attitude from the bottom up.

Interviewing for Brand, Culture, and Fit.

Competition for healthcare professionals, especially physicians, is fierce.  Hospitals and healthcare organizations understand the costs of making the wrong hire and are re-doubling their efforts to find physicians who fit the culture and values they are building around. The surest way to hire individuals who will thrive in your culture and naturally embody your brand is to have your best brand ambassadors involved in the hiring process.  You may have someone on your interview team with skills and knowledge that are critical to the organization but may not exemplify your brand outwardly. This person, while valuable to the organization, is not the best person to be involved in attracting the perfect physician to hire.  Instead, make sure your brand is highly visible in those that are “selling” your organization to highly sought-after job candidates.

The time, effort, and energy that has been invested in understanding, developing, and promoting your organizational brand has to be a consideration in any situation or interaction between an employee and someone who is not an employee. Whether it is a nurse collecting medical history, a physician explaining a medical condition to their patient, or recruiting staff working a table at the local job fair, your brand is always on display. When you have hired the right people and shared your branding vision, organizational culture and values come across naturally and serve as an attractive selling point to potential job candidates, patients, and others.

Contact us for further information about solving all your physician recruitment needs.

Solving the Physician Work-Life Balance Equation

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You graduated from medical school and often spend your days solving complex medical riddles. However, there is one riddle that many physicians are unable to solve, and it is hurting their career. Solving the physician work-life balance equation is one of the greatest challenges faced by medical professionals today. A study on doctor burnout conducted by the Mayo Clinic found that more than half of the physician respondents indicated that they are experiencing burnout to varying degrees. Even more concerning is the fact that the results of the study show that burnout is worsening from a similar study conducted in 2011.

As a physician, there have undoubtedly been times when your inner voice has questioned why a patient would continue to act in a way that is harmful to their overall health, like smoking for example. The same can be said for physicians who ignore the tell-tale signs of burnout. Let’s examine ways that physicians can begin to achieve a healthier work-life balance.

Recognize When You Have a Problem

The most important action you can take is to recognize that you are suffering from burnout. As with any challenge, the earlier you diagnose it as a problem, the better your chances are in overcoming it. Ignoring the problem is never good advice, and when you weigh the costs, the reasons are clear. As your work life imbalance grows, so does fatigue and stress levels leading to ever compounding problems. Deciding to do something about creating balance before making a critical mistake in your life or career is your all-important first step.

Imagine What Work-Life Balance Looks Like

If you are like millions, you have read the late Steven R. Covey’s famous book, “The 7 Habits of Highly Effective People.” Habit #2 fits perfectly into how you can create the work-life balance you are looking for, ‘Begin with the end in mind!’ Only you can sit down and describe what your ultimate balanced life will consist of. Create a list of things that you would do if you had more control over your work schedule. Write down what makes you happy and what you want to spend more time doing, then save that list so you can revisit it often.

Begin Exerting Control over Your Schedule

While not easy, it is important for physicians to understand what they are spending their time on. Write down (or at least pay close attention to) your daily tasks over a period of time. Then you can determine what is necessary and what isn’t. Once you have developed a better understanding of where your time is spent, go through the process of removing or delegating things that you are doing that doesn’t require your medical degree. Use a daily calendar and force at least one or two periods of time that are dedicated to things you want to do. Even if it is 15 minutes of sitting outside under a tree. The “what” is not important, your time is.

Your Time Is Sacred

When you are with a patient, that time is considered sacred. Everyone knows that interruptions and distractions are unacceptable unless it is a true emergency. When you are not at work or on personal time, treat yourself the same way! When you have time off or are not on duty, make sure your staff knows that you are not to be disturbed unless it is an emergency situation. You deserve to have that time to relax and be present while doing things you enjoy with friends and loved ones.

Accept the Things You Can’t Change

Timeless adages became that way because they are the accepted truth. Everyone expresses frustrations in their job, some more than others. If you find yourself being frustrated with things beyond your control, such as the healthcare system, then you are only sapping your own energy. Think about the mantra “Accept the things you cannot change, but change the things you can.” This can apply to your career when you are trying to achieve work-life balance. Change the things about your current situation that will help you improve your balance, including moving past lingering frustrations. There may come a time where you realize that your current situation will never be conducive to achieving the balance you seek. If you reach that point, it is probably time for you to begin changing that which you have control over. There are countless opportunities for physicians and employers who are just as interested in your achievement of personal balance as you are.

For more information about finding career opportunities that fit your ideal physician work-life balance, contact Jackson Physician Search today to speak with one of our industry professionals.

Selling Your In-Person Physician Brand

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In our previous entry in this series of articles about the importance of branding, we covered all of the tools and techniques that physicians can use to create and promote a personal brand online.  It is important to recognize now that you have meticulously crafted your brand, and promoted it online, you should “walk the walk” and pay close attention to your in-person physician brand. Every interaction you have with someone serves to either support and build upon the brand that you have created, or it detracts from how you want to be perceived.

Authenticity

When you have put in the time and effort to determine the main themes of your brand through honest self-reflection and self-awareness, the end result will have an authenticity about it.  Your brand should reflect who you are and not someone you think others are expecting you to be.  Being authentic should be a natural component of your brand allowing you to be yourself during social and professional interactions.  If you find yourself playing a role that you have created online, then perhaps you are in the wrong profession and should consider work in Tinsel Town.

Conferences, Volunteering, and Social Events

Every person you meet is an opportunity.  When you are attending events you are typically surrounded by people who have similar interests and any one of them could be an important connection for your career or personal endeavors. These face-to-face settings are an important opportunity to enhance your brand and share things that you are passionate about with others who are like-minded.  The interactions and connections you cultivate can lead to many positive benefits.  From being introduced to someone who is aware of a perfect career opening to meeting a board president who could use someone with your skills on the board of a local non-profit. Never take these social interactions for granted.

Job Searches

In today’s healthcare industry, culture and fit are increasingly important parts of the hiring process.  Hiring the wrong job candidate has major financial ramifications for hospital systems which is one of the reasons personal branding is so important to begin with.  Hiring managers want to know the type of person they are considering before they even extend an interview.  Before you ever sit in front of an interviewer, they have already done their due diligence on your online presence.  You, in turn, should have attempted to learn as much as possible about their culture. Examine their social media presence, read any of their published blog content, even reach out to your network and find out if anyone knows a current or former employee who can help you gain an understanding of their culture. Determining whether you are aligned with the culture and values of their system gives you an edge in framing how to highlight your own differentiators and values in-person.

For more information about selling your brand online, check out this article about crafting a digital physician brand and stay tuned to the Jackson Physician Search Blog for relevant content about the healthcare industry and how it is impacting the physician workforce.