Using the SMART Framework The SMART Framework, which stands for Specific, Measurable, Achievable, Relevant, and Time-bound, can be used to put feedback into action. Specify: Instead of vague goals, specify what exactly should be worked on. For example: instead of “get better at charting”, pose the challenge as “practice clear and eloquent note taking”. Measure : Come up with a set metric to gauge success. For example: review one chart per week with your preceptor and get their opinion on its quality. Achieve: Small, realistic, and obtainable goals can boost confidence. For example: aim to fill out five charts per week properly. Keep relevant: Your goals should be focused on a particular facet of your job description. For example: if you are looking to get better at charting, don’t focus on diagnostic accuracy at the same time. Be timely: Set a timeframe to track your progress and reflect on results. For example: reduce the amount of charting errors I make by 50% in the next four weeks.
How do I accept constructive criticism in a professional way? When you get feedback of any kind, be sure to: Listen actively: Pay attention to what the person critiquing you has to say before forming an opinion about the encounter. It may be tempting to come up with defenses for your behavior while they’re speaking, but it’s important to hear them out first. Pause before responding: Allow yourself time to process what has been communicated to you. Later on, you may regret a knee-jerk response that is emotionally charged. Ask clarifying questions: If something about the interaction confuses you, or if parts of their feedback seemed vague, you should absolutely ask them to expand their statements. This will help you learn more quickly and avoid repeated errors. Express appreciation: Though it may not seem like it in the moment, constructive criticism can be a gift. Being called out for a mistake or shortcoming can protect both patient well-being and your license. How do I make the most out of the feedback I receive? As you receive feedback over time, you may notice patterns. Think critically about how situations that went poorly are connected, and what skills were being utilized during those times. This may clue you in on what needs to be improved, reexplained to you, or practiced further. advantage. Ask yourself, “what can I learn from this?” rather than “what’s wrong with me?”. This leaves you with an open mind, rather than a poor or pre- occupied attitude that can lead you to make more mistakes.
CAREER CORNER
Embracing Constructive Criticism
Learn to take all kinds of feedback in stride and become a better clinician. You’ve finished your education, aced your boards, and are now part of the workforce. But obtaining your license doesn’t mark the end of your learning journey. Foundational skills are mastered by trying new things and engaging with experienced clinicians. Critique should be expected and welcomed from those in higher positions with advanced credentials. Here, you’ll learn how to process critical feedback and use it to bolster your clinical toolbox.
What is constructive criticism in clinical environments?
How do I process constructive criticism in a healthy way?
Throughout your tenure as a medical provider, you will work with people of diverse backgrounds and personality types. Some of your supervisors may be more upbeat or warmer than others. It’s important for you to know how to interact with all colleagues in a healthy way. Constructive criticism is structured around a path to improvement. For constructive criticism to truly be productive, it should be specific, actionable, and objective. However, not all feedback will sound pleasant or particularly friendly. When receiving critiques in the workplace, focus on the person’s intention rather than their delivery. Despite their tone, does the individual clearly state what needs improvement, and how to achieve it? If so, this feedback can be internalized in a beneficial way. Conversely, non-constructive feedback is vague, overly harsh, and may be targeted at an individual’s identity rather than their actions. Non-constructive critique does not give someone a clear roadmap to success. If you are being routinely subjected to interactions of this nature, you may not be in an environment that facilitates learning.
When you hear negative things about how you handled a patient interaction, charting duties, or a hands-on clinical procedure, it’s easy to take it to heart. You may feel that these words are a reflection of your self worth or who you are as a person. In reality, this cannot be further from the truth. Constructive criticism should be seen as an opportunity, rather than a judgement. Critique from a supervisor is a perfect chance to pause, reevaluate how you approach a challenge, and utilize the strengths you do have to change your future behavior. A conversation with a supervisor that includes constructive criticism can be uncomfortable. It’s easy to get overwhelmed with emotion and miss some of the things they say. These difficult feelings may even skew your reality—it might feel as though you are being scolded or “yelled at”, even if the interaction was neutral and diplomatic. In these situations, remember to listen first, and react later. Lead with curiosity, rather than self-deprecation. Instead of filling your head with negative self-talk, think about how you can use this feedback to your
Practice Self-Acceptance, Strive for Excellence
Implementing feedback relies on creating a careful balance between internalization and steadfast self-assuredness. Constructive criticism should be used as a tool to reach goals, not a way to validate your insecurities. Remember: every NP was new at their job at one time. Facilitate engaging dialogue with those who once walked in your shoes, and you’ll become a top-notch provider.
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