Manager Tools for Competency-Based Professionalism

Introduction

Professionalism is a word that can mean different things to different people. That’s why the ASRT is taking a competency and skills-based approach to professionalism.

This document was created to be used in conjunction with the ASRT Professionalism Self-Reflection Tool.

Some employees come to our workplaces having already been taught a definition of professionalism and behaviors that align with our vision as leaders, some have learned other definitions of professionalism, and some have not had the background or support to learn these skills. As managers and administrators, it is important to meet our employees where they are. Bringing a competency-based definition of professionalism into our work culture supports our employees to understand, measure, and grow behaviors and skills that are needed on the lifelong journey of professionalism.

Advancing professionalism on your team can positively impact work culture and the business bottom line. Positive communication and interactions, among your own team and between your team and other teams, facilitate safe and high-quality patient care. Spending time and energy on the upfront and continuous support of professional growth for your team is a high-yield investment for your workforce well-being and patient care.

Measuring Progress with the ASRT Professionalism Self-Reflection Tool

Ask your employees to complete the ASRT Professionalism Self-Reflection Tool. Based on their self-reflection scores, ask your staff to identify one area of professionalism where they would like to grow.

Ask them to create a SMART goal and establish a plan to achieve growth in that professionalism competency. For background, share with your staff that SMART goals are specific, measurable, achievable, relevant and time bound.

The GROW model can complement SMART goals and help you co-create a plan of action with your employees. GROW stands for Goal, Reality, Obstacles/Options, and Way Forward. After establishing a goal, help your employees recognize where they currently are in relation to the goal, identify potential obstacles and options to overcome them, and commit to an action plan for achieving the goal.

Create milestones and a future check-in discussion to talk with staff about their SMART goal, progress, and establishing a cycle of self-reflection on professionalism and goals throughout their career journeys.

It’s important to model the way for your staff. What you do matters more than what you say, so set your own goals for continued growth in professionalism and share with your team.

Creating a Culture of Professionalism

If allowed by your institution’s policies, consider adding professionalism competencies to your performance review tool or creating a department-level supplement for your institution’s performance review process. Incorporate specific performance metrics to facilitate the goals of your staff established from the ASRT’s Professionalism Self-Reflection.

Consider creating a departmental commitment toward growth in professionalism and establish mechanisms to celebrate and encourage competency-based professional behaviors. During monthly staff meetings, celebrate examples of professional behavior and growth. Being intentional about focusing on professionalism and bringing focus to this area repeatedly will create a culture of professionalism.

Provide educational opportunities related to the goals your staff established from the ASRT’s Professionalism Self-Reflection Tool. Topics such as professional ethics, integrity, patient centered care, and communication in the workplace can help promote a culture of professionalism. Take this training a step further by aligning the lesson with specific examples of professional behaviors from your department. Aim to help staff understand how applying these principles will improve morale, productivity and patient care.

Promote the use of affirming language within the department. Encourage staff to limit medical jargon when they communicate with patients. Internally, refer to patients as individuals rather than numbers or exams.

Mentorship opportunities also allow staff to model the way for others. As part of the onboarding process, consider pairing new employees with a staff mentor who exemplifies professional competencies. A peer-to-peer relationship provides a safe environment for discussing questions and professional challenges, motivates employees to achieve higher standards, and can help support SMART goal progress.

Cultivate a respectful and cooperative relationship with other members of the healthcare staff. Gestures can be small, such as providing a meet-and-greet opportunity during National Radiologic Technology Week®. Invite staff from nearby departments to stop by the radiology department on their break for a snack and use this opportunity to introduce yourself and your team.

Get involved with your affiliate society and with the ASRT and encourage your staff to participate also. Share with your staff the ASRT Professionalism Resources page for additional resources and growth opportunities.

Feedback and Case Studies

Feedback is a useful tool to reinforce growth and progress in professionalism. A helpful management tool for providing feedback is the situation, impact, pause and support feedback framework. This framework can be helpful for positive reinforcement, celebration and opportunities for growth. This tool shifts focus to behaviors and action outcomes in a situation and away from character analysis and personal traits. It is best to use the SIPS feedback model immediately or as soon as possible after the situation, as opposed to waiting months for someone’s performance evaluation.

Situation – Share the specific situation and actions in which the behavior occurred.

For example, “Yesterday, when you received a call from the floor about patient John Doe’s exam, I know our colleague on the floor was very angry and upset. You let her talk, then calmly shared why that exam hadn’t been done yet and conveyed a plan to ensure the exam would be done today.”

Impact – Share the specific outcome or impact of the behavior.

Continuing the prior example, “Your calm demeanor and clear communication diffused the situation, educated our colleague about insurance approvals and our processes, and facilitated the successful implementation of a care plan for this patient.”

Pause – Pause for a moment to let your team member process the feedback and allow questions.

Support – Offer ways that you can support the team member.

Finalizing our example, “Since we’ve set our SMART goals for growth in professionalism, I wanted to highlight and celebrate this situation as a success. Is there anything that I can do as your manager to support your continued success?”

Individual feedback is helpful for the development of your team members. Sharing hypothetical case studies of professional behavior using this framework during a staff meeting is another communication tool to highlight the competencies and actions of professionalism.

Consider inviting feedback from patients who receive radiology services as well. Create a brief response card that patients can complete at the end of their examination or while waiting for other services or transportation. Include 1 or 2 questions related to the goals your staff established from the ASRT’s Professionalism Self-Reflection. Share patient feedback during departmental meetings to celebrate successes and discuss opportunities for growth.

Be Recognized: ASRT BeRAD Professionalism Award

Do you work at a health system, hospital or clinical institution that promotes a culture of professionalism in medical imaging and radiation therapy? Apply for the ASRT BeRad Professionalism Award!