Decreasing Physician Burnout With Professional Coaching
Study Details
Study Description
Brief Summary
The goal of this randomized control trial is to learn if professional coaching can help reduce physician burnout among physicians at UCLA. The main aims of the study are:
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To reduce burnout among physicians with professional coaching
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Improve work satisfaction and engagement, sense of self-efficacy and social support with professional coaching
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Determine the efficacy of one-on-one professional coaching and small group professional coaching combined with behavioral interventions/activities in reducing physician burnout and comparing these groups to one another and to a delayed-entry (control) group
Participants will be randomly assigned into one of three groups:
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Intervention Group 1: One-on-one coaching (N=30). Six one-on-one coaching sessions via Zoom with one of two private professional coaches every other week for 3 months.
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Intervention Group 2: Coach-facilitated group sessions and coach-guided activities/behavioral interventions (N=30). Six small-group coaching sessions via Zoom with one of two private professional coaches and three physician participants in each group, every other week for 3 months. Group 2 includes coach-guided activities/behavioral interventions in addition to small group coaching sessions. These activities will be sent by coaches to participates throughout the 3 month period and include, but are not limited to: Wheel of Life, visioning exercise, one page miracle: core values, purpose, and goals, buckets and mental models.
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Delayed-Entry Group 3 (N=30): No intervention during duration of study period. Note: once participation in the pilot study has been completed for Groups 1 and 2, physicians participating in Group 3 will be offered to participate in six one-on-one sessions with a private professional coach over a 3 month period.
Participants will complete several surveys that assess for burnout, work engagement and satisfaction, sense of social support and isolation, and areas of worklife) before the start, upon completion of the intervention and again at 6 months upon completion of the sessions for the delayed-entry group.
| Condition or Disease | Intervention/Treatment | Phase |
|---|---|---|
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N/A |
Study Design
Arms and Interventions
| Arm | Intervention/Treatment |
|---|---|
| Experimental: One-on-one professional coaching One-on-one professional coaching (N=30). Six one-on-one coaching sessions via Zoom with one of two private professional coaches every other week for 3 months. The professional coaching method includes (but will not be limited to) the following themes: optimizing meaning and engagement in work, building social support and community, improving work efficiency, addressing workload and boundary setting, enhancing communication, and building leadership skills, pursuing hobbies and creation/innovation, and promoting self-compassion and self-care (with a focus on physical and mental health). |
Behavioral: One-on-one professional coaching
One-on-one professional coaching
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| Experimental: Small-group professional coaching with coach-guided activities/behavioral internventions Coach-facilitated small group professional coaching sessions and coach-guided activities/behavioral interventions (N=30). Six small-group coaching sessions via Zoom with one of two private professional coaches and three physician participants in each group, every other week for 3 months. Group 2 includes coach-guided activities/behavioral interventions in addition to small group coaching sessions. These activities will be sent by coaches to participates throughout the 3 month period and include, but are not limited to: Wheel of Life, visioning exercise, one page miracle: core values, purpose, and goals, buckets and mental models. The professional coaching method is similar to those receiving 1:1 professional coaching. The primary difference in this intervention group is that coaching sessions will be group-based with 3 physician participants and they will also be receiving behavioral interventions/activities in between group sessions, sent by coaches directly to participants. |
Behavioral: Small-group professional coaching
Small-group professional coaching
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| Experimental: Delayed-entry group (placebo then one-on-one professional coaching) Delayed-Entry Group 3 (N=30). No intervention during the 90 day study period. Note: once participation in the pilot study has been completed for Groups 1 and 2, physicians participating in Group 3 will be offered to participate in six one-on-one sessions with a private professional coach over a 3 month period. The professional coaching method includes (but will not be limited to) the following themes: optimizing meaning and engagement in work, building social support and community, improving work efficiency, addressing workload and boundary setting, enhancing communication, and building leadership skills, pursuing hobbies and creation/innovation, and promoting self-compassion and self-care (with a focus on physical and mental health). |
Behavioral: One-on-one professional coaching
One-on-one professional coaching
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Outcome Measures
Primary Outcome Measures
- Burnout [90 days]
Physician burnout (as measured by emotional exhaustion, depersonalization and personal accomplishment) evaluated with the Maslach Inventory Scale
Secondary Outcome Measures
- Areas of Worklife [90 days]
Workload, control, reward, community, fairness and values as measured by the Areas of Worklife Survey
- Self-efficacy [90 days]
Sense of self-efficacy as measured by New General Self-Efficacy Scale
- Work Engagmement and Satisfaction [90 days]
Measured by the Utrecht Work Engagement Scale
- Social Support [90 days]
Sense of social support and isolation as measured by the PROMIS Social Isolation Subscale and Social Provisions Scale
Eligibility Criteria
Criteria
Inclusion Criteria:
- Actively practicing UCLA department of medicine physicians who were hired before July 2020
Exclusion Criteria:
- Current or anticipated (in the next 6 months) participation in one-on-one or group coaching provided by a professional coach. Participation in peer-to-peer UCLA DOM coaching program (note: coaches in the peer-to-peer UCLA DOM coaching program are not to be excluded)
Contacts and Locations
Locations
No locations specified.Sponsors and Collaborators
- University of California, Los Angeles
Investigators
- Principal Investigator: Joshua Khalili, MD, University of California, Los Angeles
Study Documents (Full-Text)
None provided.More Information
Publications
- Dyrbye LN, Shanafelt TD, Gill PR, Satele DV, West CP. Effect of a Professional Coaching Intervention on the Well-being and Distress of Physicians: A Pilot Randomized Clinical Trial. JAMA Intern Med. 2019 Oct 1;179(10):1406-1414. doi: 10.1001/jamainternmed.2019.2425.
- Dyrbye LN, Varkey P, Boone SL, Satele DV, Sloan JA, Shanafelt TD. Physician satisfaction and burnout at different career stages. Mayo Clin Proc. 2013 Dec;88(12):1358-67. doi: 10.1016/j.mayocp.2013.07.016.
- Hahn EA, DeWalt DA, Bode RK, Garcia SF, DeVellis RF, Correia H, Cella D; PROMIS Cooperative Group. New English and Spanish social health measures will facilitate evaluating health determinants. Health Psychol. 2014 May;33(5):490-9. doi: 10.1037/hea0000055. Epub 2014 Jan 20.
- Han S, Shanafelt TD, Sinsky CA, Awad KM, Dyrbye LN, Fiscus LC, Trockel M, Goh J. Estimating the Attributable Cost of Physician Burnout in the United States. Ann Intern Med. 2019 Jun 4;170(11):784-790. doi: 10.7326/M18-1422. Epub 2019 May 28.
- Leiter MP, Maslach C. Six areas of worklife: a model of the organizational context of burnout. J Health Hum Serv Adm. 1999 Spring;21(4):472-89.
- Maslach C, Jackson SE, Leiter MP. Maslach Burnout Inventory. 4th ed. Menlo Park, CA: Mind Garden; 2016
- New General Self Efficacy Scale: Chen, G., Gully, S. M., & Eden, D. (2001). Validation of a new general self-efficacy scale. Organizational research methods, 4(1), 62-83
- Panagioti M, Panagopoulou E, Bower P, Lewith G, Kontopantelis E, Chew-Graham C, Dawson S, van Marwijk H, Geraghty K, Esmail A. Controlled Interventions to Reduce Burnout in Physicians: A Systematic Review and Meta-analysis. JAMA Intern Med. 2017 Feb 1;177(2):195-205. doi: 10.1001/jamainternmed.2016.7674.
- Social Provisions Scale: Cutrona CE, Russell DW. The provisions of social relationships and adaptation to stress. Advances in Personal Relationships. 1987;1:37-67.
- Utrecht Work Engagement Scale: Schaufeli W, Bakker A. UWES: Utrecht Work Engagement Scale: preliminary manual [version 1.1, December 2004]. https://www.wilmarschaufeli.nl/publications/Schaufeli/Test%20Manuals/Test_manual_UWES_English.pdf.
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