--- title: Managing Disruptive Behavior in Healthcare Workshop description: Training for healthcare managers responsible for addressing disurptive employee behaviors. --- - [Contact](https://www.employeeperformancesolutions.com/contact) - [Blog](https://www.employeeperformancesolutions.com/managing-employee-performance-blog) - [**](https://www.facebook.com/pages/Employee-Performance-Solutions-LLC/163421590372118) - [**](https://twitter.com/JamieResker) - [**](https://www.linkedin.com/in/jamieresker) [![Employee Perfromance solutions](https://www.employeeperformancesolutions.com/hubfs/EmployeePerformanceSolutions/Images/logo-employee-perfromance-solutions.png)](http://employeeperformancesolutions.com/) Employee Performance Solutions because your employees are your business ![](https://www.employeeperformancesolutions.com/hs-fs/file-25643442-gif/images/top_pane_services.gif) # Managing Disruptive Behavior in Healthcare Workshop In July 2008, a Sentinel Event Alert was issued by The Joint Commission on Behaviors that Undermine a Culture of Safety. The JC has found that intimidating and disruptive behaviors in healthcare environments can: - Foster medical errors. - Contribute to poor patient satisfaction and preventable adverse outcomes. - Increase the cost of healthcare. - Cause qualified clinicians, administrators and managers to seek new positions in more professional environments. **The Challenge** **Behaviors can be considered disruptive when they interfere with the ability of others to effectively carry out their duties.** The common assumption is that disruptive behaviors originate from physicians. The reality is that disruptive behavior occurs among all members of a healthcare team, not just doctors.  Disruptive behaviors, such as reluctance or refusal to answer questions, return phone calls or pages; condescending language or voice intonation; and impatience with questions, are often hard to isolate, difficult to prove and uncomfortable to address. **Overt and passive behaviors undermine team effectiveness, can compromise the safety of patients and impact quality of care.** **A New Approach** The underlying problem is the *inability to translate performance issues into effective words that are comfortable to say and will positively affect the employee. *The [Performance Continuum Feedback Method](https://www.employeeperformancesolutions.com/../behavior-based-employee-issues/)® (PCFM) bypasses the need to raise negative performance examples, thus alleviating defensive reactions through non-threatening conversations. Managers and employees come to terms with developmental solutions and goals faster. ** ** **Session Takeaways** - Learn how to provide informal and formal feedback on one-time incidents and ongoing patterns of disruptive behavior. - Gain awareness and avoid - New and simple approaches to communicate performance feedback that has a greater chance for a receptive employee response versus a defensive reaction. - A manageable action plan for diagnosing performance issues** **based on behavior-based issues, crafting performance messages that are honest, non-critical and constructive, and managing the resulting discussion to alleviate awkwardness and defensiveness. - Creation of at least one actual performance message. **Tools Attendees Will Take Away** - Templates, tools and job aids, which can all be customized based on your organization’s performance management philosophy, process and supporting forms. - Materials will be provided in the form of participant workbooks with reproducible tools in soft copy, with the right to reproduce the tools for use back on the job. **Who Should Attend? **Healthcare employees who are responsible for providing feedback to peers, supervisors, managers, team leaders and HR professionals. [Contact Employee Performance Solutions](https://www.employeeperformancesolutions.com/../contact/) for more information or to schedule a Managing Disruptive Behaviors in Healthcare Workshop for your organization. **Related Resources and Blog Posts: ** - Behaviors that undermine a culture of safety, [Sentinel Event Alert 40 ](http://www.jointcommission.org/sentinel_event_alert_issue_40_behaviors_that_undermine_a_culture_of_safety/) - [Quantifying the Effects of Bad Behavior at Work](https://www.employeeperformancesolutions.com/../managing-employee-performance-blog/bid/19495/Quantifying-the-Effects-of-Bad-Behavior-at-Work) - How to Manage Disruptive Behaviors Paper[-Address Disruptive Employee Behaviors Offer](https://www.employeeperformancesolutions.com/address-disruptive-employee-behaviors-offer/)   ### Download our Managing Disruptive Behaviors in Healthcare Guide [![Manage Disruptive Behaviors in Healthcare Guide](https://www.employeeperformancesolutions.com/hs-fs/file-4013831882-jpg/images/managing_behavioral_performance_in_helathcare_for_compliance_with_joint_commission_standards-resized-141.jpg)](https://www.employeeperformancesolutions.com/managing-disruptive-behaviors-in-helathcare-guide-/) ### Follow Me - [ Contact](https://www.employeeperformancesolutions.com/contact) - [ Blog](https://www.employeeperformancesolutions.com/managing-employee-performance-blog) Employee Performance Solutions | **office: 781-752-5716** ### Sign up for our mailing list © 2015 Employee Performance Solutions / All Rights Reserved Design by [cleanclearcreative.com](http://cleanclearcreative.com)