mtgbog07 smith

The ACP and Gen X & Y: 

The ACP and Gen X & Y Lawrence G. Smith, M.D. CMO, North Shore-LIJ Health System Regent, American College of Physicians

AMA News (Front Page Story): 

AMA News (Front Page Story)

Slide3: 

Philadelphia Enquirer 7/16/2005

Slide4: 

USA Today November 7, 2005

Slide6: 

Merrett, Hawkins & Associates 2004 Survey of Physicians 50-65 year old Consider the dedication and work ethic of physicians coming out of training today, are physicians being trained today compared to when you trained(?): Less dedicated 64% More dedicated 0% The Same 29% Other 7%

Are the medical students of today different?: 

Are the medical students of today different?

Trends in Student Career Choices: 

Trends in Student Career Choices Life style factors Study by Dorsey, Jarjoura & Rutecki, JAMA, 2003 - 290(9):1173-1178 Analyzed match preferences for 1996-2002 Classified specialties into: Lifestyle controllable – uncontrollable Income high – low Hour worked above – below average Years of training

Results:: 

Results: Explanation of Variability in Career Choices 55% - Lifestyle 9% - Income 2% - Hours worked 4% - Years of GME training

Slide14: 

Ethnicity of Medical Students

What about generational issues?: 

What about generational issues?

The Generations in the Work Force: 

The Generations in the Work Force Veterans (silent) Born 1922 – 1943 (46) Baby Boomers Born 1943(4) – 1964 Generation Xers Born 1965 – 1980(4) Millennial (Gen Y) Born 1980(84) – 2000

Silent Generation (55 Million): 

Silent Generation (55 Million) Traditional – Created “American Values” Rapidly decreasing Control the wealth Respect authority, consistency and loyalty Law and order

Silent Generation: 

Silent Generation Strong work ethic Family oriented Clear gender roles Work is satisfying, but not your life Always knew you couldn’t “have it all” Strong Heroes

Seminal Events: 

Seminal Events The Depression FDR Social Security WW II GI Bill 1950’s Prosperity

Silent Generation: 

Silent Generation Key reward in the workplace: “The satisfaction of a job well done”

Baby Boomers (78 Million): 

Baby Boomers (78 Million) Optimistic – believe you can “have it all” The Stars of the show Workaholics Team Players Grew up in Nuclear family Liked school Traditional gender roles challenged

Baby Boomers: 

Baby Boomers Defined “cool” Live to work – defines themselves through work and hours worked Willing to “pay your dues” early on Values experience over expertise Burnt out Resent the values of Generation X

Seminal Events: 

Seminal Events Vietnam JFK Assassination BCP’s Civil Rights Movement Feminism Cold War Suburbanism

Baby Boomers: 

Baby Boomers Key rewards in the workplace: “Money, title, recognition, and the corner office”

Generation Xers (47 Million): 

Generation Xers (47 Million) Reject Baby Boomers’ values Born to a weak USA No heroes Absentee parents – no Nuclear family Techno- sophisticated Strive for “balance”

Generation Xers: 

Generation Xers Informality Pragmatic and cynical – They do not “want it all” “Is this going to be on the test?” Gender roles unclear Complete the task well and go home” Skeptical of institutions, authority and Boomers

Generation Xers: 

Generation Xers Do not believe in “paying your dues” No respect for rank, hierarchy, chain-of-command or unproven authority figures Dual parenting, flexible hours, child care, family, free time, and fun, all rank above level of income Do not like micro-management at work

Seminal Events: 

Seminal Events Weak economy Corporate downsizing Iranian crisis Challenger disaster Terrorism Desert Storm

Generation Xers: 

Generation Xers Key reward in the workplace “Freedom and time”

Millennium Generation (80 Million)“Gen Y”: 

Millennium Generation (80 Million) “Gen Y” Safe childhood (protected) “New” Nuclear family Advocate parents Planned activities Ethnically diverse Blurred gender roles

Millennium Generation : 

Millennium Generation Value honesty and integrity They will be happy “without having it all” “Paying your dues” is absolutely gone Confident, achievement oriented Still want balance Internet generation Don’t assume adult roles readily (twixters)

Seminal Events: 

Seminal Events 9-11-01

Millennium Generation: 

Millennium Generation Key reward in the workplace “Work that has meaning”

New doctors of the future will Be:: 

New doctors of the future will Be: Older than 20 years ago Women Dual professional couples Balancing family and work Work to live Ethnically diverse Technologically sophisticated Professional if allowed to be

Teaching Gen X will need to:: 

Teaching Gen X will need to: Respond to a generation not willing to “pay their dues.” Demand “just in time-just enough” learning (The UpToDate® generation) Only give earned respect Are informal Have children/outside life and will need predictable hours If forced – will choose life style over specialty or income

Teaching Gen X will need to:: 

Teaching Gen X will need to: Deal with “non-joiners” Include good computerized self learners Multitaskers who learn in sound bites Allow learner centered learning Satisfy the need for relevance

Practices will need:: 

Practices will need: Flexible hours, flexible call schedules Child care Culture of quality, not quantity of work Reward excellence, not endurance Insist on working hard when you work Prevent burn-out Focus on the patient Work in teams Use IT to make practice work well Prioritize physician quality of life

New Doctors will need to :: 

New Doctors will need to : Define themselves as Physicians Take on the responsibilities of the role Have integrity in the workplace Offer proactive solutions for the practice community Be answerable to the patient’s needs Never compromise on quality of care

Being a physician is:: 

Being a physician is: Who you are, all of the time How you relate to people Your role and identity in society How you see the world How you are judged Not ‘just a job’, maybe a “calling”

New doctors will need to be: 

New doctors will need to be “unafraid of falling totally in love with being a doctor.”

Ultimate Challenge: 

Ultimate Challenge Can we flexibly and respectfully redefine excellence and professionalism in generationally diverse terms? Can we build bridges instead of barriers? Or do we define perfection only as the “person in the mirror”?

Slide44: 

But how shall we educate men of goodness, to a sense of one another, to a love of truth? And more urgently, how shall we do this in a bad time? Daniel Berrigan