9. Implementation of a Professional Coaching Program for Plastic Surgery Residents

• DOI: 10.1097/01.gox.0001014648.19077.a1
• Publication Date: 2024-04-22T15:00:06Z
• Authors: Elizabeth A. Moroni; Joseph Mocharnuk; Anne E. Glenney; Francesco Egro; Jesse Goldstein; Joseph Losee; Vu Nguyen
• Keywords: RD1-811; Surgery; ACEPS 2024 Winter Abstracts

Background: In 2021, our institution established a professional coaching program available to the integrated plastic surgery residents within experimental Competency-Based, Time Variable Training Program. Coaching, which is distinguished from other educational interventions in that it learner-centered, initiated, and driven, involves collaborative relationship between coached individuals, has been consistently shown be valuable for clinical skills development. However, while used effectively disciplines, relatively uncommon surgery, particularly training environment. The purpose of this study detail institution's experience with resident coaching. Methods: Since its implementation, Department Plastic Surgery offered services PGY-1 through PGY-5 years. This surgical emphasizes problem identification, realistic relevant goal setting development, alternative solutions generation, targeting feasible or problems may arise. To help coachees reach their fullest potential, also frequent performance reviews encourages self-reflection using facilitated feedback tailored trainee's needs goals. Results: Professional offers structured framework Of fifteen PGY 1-5 at institution, fourteen (93%) have availed themselves services. majority (85%) sessions run 30 minutes long, lasting 60 minutes. Ten (71%) participated multiple establish longitudinal relationships. Coaching topics range based on PGY-level participant, PGY1 focusing transition training, PGY2-4 defining path future plans, PGY4-6 transitioning fellow/attending roles. One-on-one formalize time guided self-reflection. Anecdotally, chose participate report helped them more clearly understand create actionable plans meet long-term goals such as fellowship job attainment. Conclusion: Our individualized service itself tool development limited additional commitment busy trainees. We found an integral component model training. research details insights into value well potential barriers widespread adoption.