Development and validation of the Telehealth Etiquette Competency Checklist: A Delphi study.

BACKGROUND: Providing telehealth care requires unique professionalism skills (i.e. telehealth etiquette) to ensure patients have a positive experience. Given the effect of patient-provider relationships on healthcare outcomes and the limited evidence for healthcare professionals to learn and practice these skills, developing a telehealth etiquette competency tool is necessary. METHODS: This multiround Delphi study utilized subject matter experts' opinions to validate a telehealth etiquette competency checklist, using Lawshe's content validity measurements. Panelists were diverse in professional backgrounds, years of experience, telehealth teaching, clinical experience, and involvement in telehealth professional society and governmental policy making. RESULTS: Consensus and validation were achieved on the checklist by the 17 panelists in Round 1 for 19 of 20 competencies. Following revisions based on their expert opinions, consensus was achieved by all 16 panelists in Round 2 for 20 competencies. DISCUSSION: The Telehealth Etiquette Competency Checklist (TECC) provides a validated telehealth etiquette tool that can be used by health professionals to improve their telehealth videoconsultations, thus enhancing patient satisfaction.

The one cloud on a sunny day: Using emotional intelligence to manage emotions from negative written feedback.

Physician trainees receive anonymous written feedback about their clinical performance, which can be challenging to interpret. Negative written feedback can evoke a strong emotional response. An educational gap exists on how to handle receiving negative written feedback and the accompanying emotions. Teaching trainees the tenets of emotional intelligence, including emotional self-awareness and self-management, could be an avenue to improve the experience of receiving feedback. Face-to-face coaching may also help improve the emotional experience of receiving written feedback.

Women's professional development programs for emergency physicians: A scoping review.

Background: Gender disparities in emergency medicine (EM) persist, with women underrepresented in leadership positions and faced with unique challenges, such as gender discrimination and harassment. To address these issues, professional development programs for women have been recommended. Objectives: The purpose of this scoping review was to examine current women's professional development programs for EM and develop a collection of program characteristics, meeting topics, and tips for success that can be useful to new or existing women's professional development programs. Methods: The authors systematically searched research databases for literature detailing current women's professional development programs for EM physicians. Studies detailing professional development programs for female physicians in EM were included. Results: After 149 unique articles were screened, 11 studies met inclusion criteria, describing 10 professional development programs for women in EM. The most commonly cited program objectives included providing mentors and role models (n = 9, 90%), offering career advice and promoting professional advancement and leadership skills (n = 5, 50%), increasing academic recognition for women (n = 4, 40%), and promoting work-life balance and integration (n = 2, 20%). The most common topics covered in program sessions included mentorship and coaching, compensation and/or negotiation, leadership skills, and career advancement and promotion. Challenges and barriers to the success of these programs included a lack of funding and support, difficulty in recruiting participants, lack of institutional recognition and support, lack of time, and difficulty in sustaining the program over time. Conclusions: The study's findings can inform the development of programs that promote gender equity and support the advancement of women in EM.

Education Research: Perspectives and Experiences of Clinical Neurology Faculty Regarding the End-of-Rotation Assessment: A Qualitative Study.

Introduction: End-of-rotation assessments (ERAs) completed by clinical faculty supervising medical students are an important component of medical student performance during clinical rotations. The quality and quantity of the formative and/or summative comments provided by faculty to students on ERAs vary. The goal of this study was to better understand the experiences, limitations, and barriers that may affect faculty at a single institution and its affiliated sites when completing this assessment. Methods: A qualitative study design was used, with phenomenology as the qualitative design of inquiry. Clinical faculty at 3 student rotation sites who worked with students and had filled out the electronic assessment form were asked to participate. A virtual platform was used to conduct semistructured interviews. Transcripts of the recorded interviews were reviewed and analyzed to identify emerging and recurrent themes. Results: Eleven faculty members (8 men and 3 women) were interviewed. Most participants felt that the time spent with medical students was limited, compromising the assessment process-particularly at sites where they are assigned to inpatient service for 1 week at a time. Longer intervals between end-of-rotation and completing the assessment limited details in the narrative components. Some participants were hesitant to assign students lower scores and to write negative comments in their assessments. Although constructive comments could be provided verbally, they were not always stipulated as comments on the assessment form. Many were concerned that written comments could negatively affect a student's future career. The participants recognized the importance and benefit of writing comments specific to the individual student. Many opined that providing prewritten examples of suggested comments would result in a generic assessment. Discussion: The experiences, limitations, and barriers that affected faculty members' ability to assess medical students at the end of the neurology rotation included limited time spent with students, a longer time taken to fill out the assessment form, and reluctance to write negative comments that could potentially affect a student's career. Specific comments about individual students were deemed important. Shorter and more frequent assessments, modifications to faculty schedules, faculty development initiatives, and adoption of a growth mindset are potential ways to overcome barriers faced by faculty.

The lived experience of medical training and emotional intelligence.

The shifting health care landscape in the United States has surfaced challenges related to increased accountability, interprofessional health care teams, and changes in federal policy-all of which compel physicians to adopt roles beyond clinician such as clinical investigator, team leader, and manager. To address these challenges, leadership development programs across the continuum of medical education aim to develop critical leadership skills and competencies, such as emotional intelligence. Such skills and competencies are largely taught through didactic approaches (e.g., classroom). These approaches often neglect the context of learning. From medical residency to a hospital or clinic, the contextual lived experience is habitually overlooked as a vehicle for developing emotional intelligence. This article highlights lived experience, such as medical residency, as an approach to develop emotional intelligence. First, we address the need for developing emotional intelligence as a leadership skill as well as the suitability of medical residency for such development. Next, we discuss the background of lived experience and emotional intelligence. Lastly, we identify future directions for leveraging lived experiences of medical residency to develop emotional intelligence.