Clinical Coaching

Using the framework of the module, reflect upon two experiences you had as an apprentice at some point during your career. This might have been as a medical student or an intern, for example, or as a beginning graduate student. Consider one experience with an effective coach, and one with an ineffective coach. In what ways did each coach exemplify the behaviors discussed in the module? In what ways did each coach achieve (or fail to meet) each item?

Using the framework of the module, reflect upon two experiences you have had as a coach at some point during your career. Reflect on an early coaching experience, as well as a more recent one. Have you begun to incorporate more components of effective clinical coaching over time? If so, how have you achieved this, and what additional steps do you need to take to maintain your coaching performance and improve it? If not, identify at least two components of effective coaching, and describe how you will work to incorporate them into your coaching over the next three months.

Using the framework of the module, think about an ongoing relationship in which you are the apprentice. Are you exhibiting all of the behaviors of an effective learner? If not, describe how you will modify your approach to this relationship in order to get the most out of it.

Using the framework of the module, think about an ongoing relationship in which you are the coach. Are you exhibiting all of the behaviors of an effective coach? Are you encouraging your learner to prepare for your coaching sessions? Describe 1-2 ways in which you might improve as a coach, as well as 1-2 ways in which you might help your apprentice get more out of your coaching relationship.

Reflect upon your most recent conversation with a more junior trainee. Did you exhibit the four described behaviors of effective clinical coaching during this exchange? If not, what were the obstacles or impediments, and how will you overcome them during your next interaction with this trainee? If so, how can you improve upon what you are already doing well?

Reflect upon your most recent conversation with a coach, supervisor, or mentor. Did you exhibit the behaviors of a well-prepared apprentice? If not, identify at least one of the five steps and describe how you will be better prepared next time. If so, how can you improve your preparation for at least one of the five steps?

For your next conversation with a more junior trainee, be explicit about the steps of effective clinical coaching, and inform the apprentice that you are working to improve your coaching skills. At the conclusion of the conversation, ask for feedback specifically targeting your coaching behaviors. If you have a longitudinal relationship with this trainee, check in with him or her periodically and ask whether you are continuing to exhibit the behaviors of an effective coach.

For your next conversation with a coach, supervisor, or mentor, be explicit about the steps of effective “apprenticeship,” and inform your coach that you are working to be a more effective learner. At the conclusion of the conversation, ask for feedback regarding your elicitation of coaching and the extent to which you seemed prepared for the session. If you have a longitudinal relationship with this coach, check in with him or her periodically and ask whether you are continuing to exhibit the behaviors of an effective apprentice.

1. Feedback has been defined as information describing performance in a given activity that is intended to guide future performance.
2. We define clinical coaching as a helping, longitudinal relationship that provides continuing feedback on and assistance with improving performance.
3. Attributes of a clinical coach include creating and meeting within a safe environment, establishing expectations for the coaching relationship, identifying learner strengths, weaknesses, and needs, preparing for coaching meetings with specific examples, and following up with learners to guide performance longitudinally.
4. Attributes of a learner seeking coaching include identifying and reflecting upon specific areas for improvement, eliciting coaching by sharing self-assessment and then asking for and clarifying suggestions for improvement, and working together to establish a specific action plan.