Addressing Gaps in Modern Surgical Training-The Professional Development Course for Residents

Self-development Tools Utilized by Plastic Surgeons: A Survey of ASPS Members

The plastic surgery literature is devoid of research on the topic of professional development tools that may be used to enhance performance as a plastic surgeon. After an extensive review of the medical literature, we selected the most frequently referenced professional development tools utilized by plastic surgeons, which included the following: goal setting, positive visualization, scheduled practice, critically analyzing mistakes, professional development conferences, involvement in sports, motivational videos, podcasts & audiobooks, daily morning routines, self-development books, and advice from mentors.

METHODS

A 10-question survey was sent to 2542 members of the American Society of Plastic Surgeons (ASPS). The algorithm used to select ASPS members to survey was based on member demographics that would best reflect the views of the entire active society membership. Responses were compared based on demographic factors such as type of practice, gender, and age.

RESULTS

A total of 286/2542 (11.25%) ASPS members participated in the survey. Analyzing mistakes (96.3%), goal setting (88.51%), and advice from mentors (85.2%) were most commonly attributed to self-development. Respondents in an academic practice favored conferences and advice from mentors. Participants in a solo practice favored self-help books and morning routines. No statistical differences were observed based on training background.

CONCLUSIONS

ASPS members attribute their professional development to setting measurable goals, carefully analyzing surgical mistakes, and guidance from mentors. This information opens the door for continued analysis of professional development within plastic surgery as well as supplement training practices at the resident and post-graduate level.

The Life After Surgical Residency (LASR) Curriculum for Surgical Residents: Addressing the Nonclinical Barriers to Preparedness for Independent Practice

OBJECTIVE

Extrinsic burdens, including new personal and professional responsibilities, may distract from early career success. We sought to assess resident preparedness in nonclinical topics and to utilize this data to design a curriculum to address these content areas.

DESIGN

All residents were surveyed to ascertain their self-reported preparedness on a variety of nonclinical topics (teaching, finances, contract negotiation, real estate, etc.). Using our survey results, a monthly curriculum was designed and implemented for senior residents based on these knowledge gaps.

SETTING

University-based general surgery residency program.

PARTICIPANTS

All general surgery residents.

RESULTS

Residents reported low levels of preparedness on the topics of contract negotiation and practice management and high levels of preparedness on the topics of teaching and money management. Following curriculum implementation, statistically significant improvement was noted in the topics of contract negotiation and academic pursuits.

CONCLUSIONS

Residents report low levels of preparedness in many nonclinical topics that may represent potentially modifiable stressors that can impact career success. Implementation of a directed curriculum improves sense of preparedness and may promote wellness among surgical trainees.

Leadership-Specific Feedback Practices in Surgical Residency: A Qualitative Study

OBJECTIVE

The importance of feedback is well recognized in surgical training. Although there is increased focus on leadership as an essential competency in surgical training, it is unclear whether surgical residents receive effective feedback on leadership performance. We performed an exploratory qualitative study with surgical residents to understand current leadership-specific feedback practices in one surgical training program.

DESIGN

We conducted semistructured interviews with surgical residents. Using line-by-line coding in an iterative process, we focused on feedback on leadership performance to capture both semantic and conceptual data.

SETTING

The general surgery residency program at the University of Michigan, a tertiary care, academic institution.

PARTICIPANTS

Residents were purposively selected to include key informants and comprise a balanced sample with respect to postgraduate year, gender, and race.

RESULTS

Four major themes were identified during the thematic analysis: (1) the importance of feedback for leadership development in residency; (2) inadequacy of current feedback mechanisms; (3) barriers to giving and receiving leadership-specific feedback; and (4) resident-driven recommendations for better leadership feedback.

CONCLUSIONS

Many surgical residents do not receive effective leadership feedback, although they express strong desire for formal evaluation of leadership skills. Establishing avenues for feedback on leadership performance will help bridge this gap. Additionally, training to give and receive leadership-specific feedback may improve the quality and incorporation of delivered feedback for developing surgeon-leaders.