Full Transcript Sponsor messages and podcast intro 0:00 This episode of the Burnout Recovery Podcast is brought to you by MIGA, your medical indemnity partner. 0:06 Whether you're starting out in your career or have decades of experience, Miga helps you thrive with support that goes beyond insurance. 0:14 Enjoy travel benefits like complimentary travel insurance and Qantas points on your membership, plus education, medical legal support, 0:23 access to career coaching and wellbeing resources. 0:26 Visit miga.com.au to learn more. 0:30 Insurance issued by Medical Insurance Australia, which has not taken into account your objectives or situation. 0:34 Before you make any decisions about our policies, please read our PDS and consider your needs. 0:37 Call us for a copy or visit migo.com.au. 0:39 Busy day, quick question, no time to dig. 0:42 Heidi Evidence brings the evidence to you. 0:45 Clear answers with citations you can trust. 0:48 Completely ad free, unlimited and region aligned. 0:52 Find evidence in the chaos.
Why difficult workplace conversations matter 0:54 Search heidehealth. 0:56 com. 0:58 Welcome to the Burnout Recovery Podcast, a guiding resource dedicated to healthcare professionals on their journey to overcoming burnout. 1:05 Spearheaded by Dr. 1:06 Joe Brain, certified professional coach and rehabilitation physician. 1:12 Hello and welcome back to the Burnout Recovery podcast. 1:16 I'm Dr. 1:17 Jo Braid, your host, medical doctor of over 20 years and expert in burnout recovery and healthcare wellbeing. 1:25 Today we're tackling something that keeps so many of us awake at night, that difficult conversation you've been putting off at work. 1:34 you know the one I'm talking about. 1:36 Maybe it's with a colleague who consistently dumps their workload on you, a manager who micromanages every decision, or a team member whose negativity 1:47 is affecting everyone's morale. 1:50 Over the next 12 minutes, we're going to explore why avoiding these conversations actually fuels our burnout, and I'll give you a practical framework to 1:59 approach them with confidence and compassion. 2:02 About three years ago, I was working with a registrar, let's call her Amy, who came to me absolutely exhausted. 2:10 She was work 60 plus hour weeks. 2:13 she was constantly stressed and on the verge of leaving medicine altogether. 2:19 When we dug deeper, it wasn't just the workload. 2:23 Amy had a consultant who would regularly change protocols at the last minute, criticise her decisions in front of patients, 2:31 and then act as if nothing had happened. 2:34 Amy kept telling herself, we just need to work harder, or maybe I'm being too sensitive. 2:42 Does this sound familiar to you? 2:45 Amy spent months avoiding the conversation, hoping things would improve. 2:51 And instead, she developed insomnia, started having panic attacks before shifts, and her confidence plummeted.
The cost of avoidance and the evidence 3:00 The avoidance was not protecting her, it was slowly destroying her professional identity and wellbeing. 3:08 And I see this pattern often in my coaching practice. 3:12 Healthcare professionals who are incredibly skilled at having difficult conversations with patients and with their families. 3:20 But when it comes to workplace conflict with colleagues, we freeze. 3:26 We tell ourselves we're being professional by staying quiet, but really we are often being a professional martyrs. 3:34 The truth is that conversation you're avoiding, it's not going away. 3:39 And every day you don't have it, It is taking up mental real estate, draining your energy and contributing to burnout. 3:47 The conflict isn't the problem, the avoidance is. 3:52 Research from the Harvard Business Review shows that workplace conflict avoidance costs organizations billions annually in lost productivity. 4:01 But more importantly for us, it is devastating for individual well-being. 4:07 A 2023 study in the Journal of Occupational Health Psychology found that healthcare workers who avoided addressing workplace conflicts were 40% more likely 4:18 to experience emotional exhaustion and depersonalization. 4:23 This is two of the key components of burnout. 4:27 Here's what's fascinating. 4:29 The same study found that those who engaged in constructive conflict resolution actually reported higher job satisfaction and better team relationships. 4:41 the keyword there is constructive. 4:44 You may be across Dr Amy Edmondson's research on psychological safety. 4:49 This shows us that high performing teams are not conflict free.
The CLEAR framework for tough conversations 4:54 They're teams where people feel safe to address problems directly and respectfully. 5:00 In healthcare, where lives are literally on the line, this becomes even more critical. 5:06 And the neuroscience backs this up too. 5:09 When we avoid difficult conversations, our brains interpret this as an ongoing threat. 5:15 Our stress response system stays activated, flooding us with cortisol and adrenaline. 5:21 This chronic activation is exhausting and directly contributes to burnout symptoms. 5:28 Conversely, when we address conflicts constructively, we activate our prefrontal cortex, the part of our brain responsible for problem solving and emotional regulation. 5:39 We literally think more clearly and feel more in control. 5:44 So let's get practical. 5:46 I'm going to give you my clear framework for having these difficult conversations plus some specific scripts you can adapt. 5:55 Okay, for the first letter, C, choose your timing and setting. 6:00 Don't ambush somebody in a corridor or right before a procedure. 6:04 Request a private meeting. 6:06 I'd like to discuss something important with you. 6:09 When would be a good time for a 15-minute conversation? 6:14 Lead with intention, not accusation. 6:17 By value our working relationship and want to address something so we can work together more effectively. 6:25 E. 6:26 Express the specific behaviour and its impact. 6:30 Use facts, not interpretations. 6:34 So when protocols are changed without notice, I find myself unprepared for patients, which affects my confidence and potentially patient care. 6:45 A. 6:45 Ask for their perspective. 6:47 I'm wondering if you're aware of this pattern and I'd love to hear your perspective? 6:52 This is where it's not about being right. 6:55 It's about understanding. 6:57 And R. 6:58 Request specific change and agree on next steps. 7:02 Going forward, could we establish a system where protocol changes are communicated 24 hours in advance where possible? 7:10 So this can tie in with like rostering changes or clinic changes. 7:14 You know, you need ideally to have that adequate lead in time so you can know where you're meant to be, who you meant be responsible for, 7:23 and who are you going to see on that day. 7:26 So here's some specific scripts for the colleague who consistently arrives late to handover. 7:33 I've noticed handover is starting 10 to 15 minutes late recently.
Example scripts and practical applications 7:38 When this happens, I'm either late for my next commitment or miss important patient information. 7:44 I wondering if there's something I can do to help ensure we start on time. 7:50 And secondly, for the manager who micromanages, they appreciate your attention to detail and want to make sure I meeting your expectations. 8:00 I've noticed you're checking in on tasks quite frequently. 8:04 I'm wondering, are there specific areas where you need more confidence in my abilities so we can address these directly? 8:13 So again, this isn't about winning or being right. 8:16 It's about creating a sustainable working environment where can thrive, not just survive. 8:22 So here's what I invite you to do this week. 8:25 Think about that one conversation you've been avoiding. 8:29 You know which one it is. 8:30 It probably came to mind in the first few minutes of this episode. 8:35 Ask yourself these reflection questions. 8:38 What am I afraid will happen if I have this conversation? 8:43 What's already happening because I'm not having it? 8:47 And what's the smallest version of this conversion I could start with? 8:52 That ties in with last week's episode, the 1% rule, just getting started with something really, really small. 8:59 And your action step is simple, but not easy. 9:02 So schedule that conversation within the next seven days, not necessarily not to necessarily have it, but at least to schedule it. 9:10 Put it in your calendar. 9:12 Send that message requesting a meeting time.
Weekly challenge and closing remarks 9:15 And remember, here you're not just advocating for yourself, you are modelling healthy communication for your entire team. 9:24 When we address conflicts constructively, we create psychological safety for everyone. 9:30 And here's my challenge for you. 9:33 After you have that conversation, share how it went with one other person. 9:38 It could be a trusted colleague, a friend, or if this is something you want ongoing support with, consider joining the wait list for coaching with me. 9:47 and this is a space where we can work through these exact scenarios together. 9:52 That difficult conversation you're avoiding isn't going to get easier with time, but you are going get stronger, more skilled and more confident with practice. 10:03 Until next week, take care of yourself with the same compassion you show your patients. 10:08 This is Dr. 10:08 Jo Braid and I'll see you next time on the Burnout Recovery Podcast. 10:14 Ready to take the next step in your burnout recovery journey? 10:19 Visit drjobrade.com for free resources, all 150 plus podcast episodes and information about my keynote speaking. 10:30 Links are in the show notes. 10:32 Your wellbeing matters. 10:34 Protect the asset that is you. 10:39 You know those moments where you're between patients, everything's moving fast and you just want to double-check something without falling down a rabbit hole?
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