P. Quinn1, A. Diaz1, X.P. Chen1, C. Redman1, A. Ejaz2 1Ohio State University, Columbus, OH, USA 2University Of Illinois At Chicago, Chicago, IL, USA
Introduction:
Peer coaching provides an avenue to receive individualized feedback and develop strategies to improve performance from similar-level colleagues. Within surgical residencies, peer coaching programs are sparse and understudied.
Methods:
We conducted a mixed methods needs assessment of general surgery residents at a tertiary academic center. We developed and distributed a survey that assessed topics evaluating residents’ attitudes towards the adequacy and frequency of feedback and skill areas where peer coaching would be helpful. The survey also asked residents for their input on how a peer coaching program should be designed. Open-ended questions elicited opinions on effective feedback methods and the potential benefits of a peer coaching program. Descriptive statistics analysis was applied with mean and standard deviation (SD) reported.
Results:
The survey response rate was 42.9% (n=27/63), with junior post-graduate year 1 or 2 residents representing 44.4% (n=12). Overall, 70.3% (n=19) of respondents were not satisfied with the feedback delivered during their rotations. Senior residents preferred faculty feedback over peer feedback for technical skills (46.7% vs. 16.7%; p=0.033), medical knowledge (40% vs. 8.3%; p=0.023), and decision-making (53.3% vs. 0.0%; p=0.003). Leadership (2.30; SD = 0.72) was recognized as the area in which residents received feedback the least. Junior residents felt peer coaching would have a greater impact on clinical skills in comparison with senior residents (4.33 vs. 3.33; p=0.003). Career planning (4.26; SD=0.71) was identified as the area where peer coaching would be the most beneficial. Ten residents responded to the open-ended questions and identified effective feedback as being specific, timely, and direct. Peer feedback was recognized as being distinct from faculty feedback as it can be more informal and likely to reflect on attributes like leadership and teamwork. Residents believed that burnout could be indirectly addressed by strengthening the bonds within the residency.
Conclusion:
There is a large unmet need for peer coaching within general surgery residency. Implementation of a peer coaching program may address development gaps within the current educational structure of a general surgery residency program. Our residency program has used these results to develop and launch a peer coaching program.