The Simple Solution

Not long ago, it was my pleasure to help a medical practice with a thorny issue in their partnership group. There was one partner, a skilled surgeon and talented physician, who was not really playing 'by the rules.' In this case, the 'rules', by non-written but well understood agreement, were that each doctor in the practice would manage his/her practice for the greater good of not only the patient, but the practice. Another way of saying this would be the time honored concept of 'rising water floats all boats'.

This particular doc had over time developed his practice as though it were a walled off compartment within the group, and did things like using physicians from other practices to assist him in surgery rather than keeping those funds inside the group. He also recruited administrative workers away from their responsibilities and set them to work on personal projects. The doctor marketed his practice as though he was solo and independent, and was frequently hostile and disruptive during partnership meetings.

Clearly, things were headed in an ominous direction. The physician partner who contacted me sketched out a doom laden near future in which they might well face the lengthy and incredibly expensive and painful task of de-partnering Dr. X. He was tired, angry, and even despairing. They had been recommended to me by a financial consultant to the practice who suggested a coaching intervention as last resort before they started dialing lawyers' phone numbers.

After I heard the story, I asked a question I was almost embarrassed to ask, because it seemed so simple, so obvious, I just knew the doctor would laugh at me for asking. But I have learned in 30+ years of consulting with people and their problems that so very often, the simplest, most obvious solutions are the ones most often overlooked.

"Has anyone asked Dr. X to stop doing these things?"

Dr. Y looked dazed for several seconds while he collected his thoughts, then said, "No, not in so many words..."

I went on to propose that Dr. Y and I meet with X after a list of grievances had been compiled. We would then meet with X, explain to him the nature of the meeting, explain to him that the goal was to avoid de-partnering, and keep the practice intact to the benefit of all.

Y was stunned at the simplicity and ease with which the problems were addressed, X was humbled and thankful that such trouble had been taken in his behalf, and corrections were soon to follow. They never had to file a suit or retain a lawyer.

Was the outcome perfect? No, not by a long shot. X continued to need reminders and dialog from Y, continued to use outside assistants from time to time, was still difficult in meetings when he felt threatened, but in general, the outcome was positive enough that no lawyers were called and the practice remained intact.

Point of the story? To me it is this: wherever humans gather together in mutual effort, whether it is family, community, workplace, or nation, most will cooperate to the greater good, while some will diverge. This always causes problems which the majority must address somehow. Often, these problems will require highly complex, difficult to reach solutions.

But it never hurts to start with the most painfully obvious intervention and work upward from there. It may be that at some time in the future, Dr. X will once again become a problem for his partners, and will require another intervention. And if I am called back, I will once again start with the simplest solution, the most overlooked one, and ask the partners to sit down together and try to work out their problems before resorting to more exotic solutions.