Primary Care Memes, MD
@primarycare-memes.bsky.social
Parody Account about Primary Care, its doctors and how it tries to heal it self. Not Medical Advice.
🔗 Full citation
Huikko-Tarvainen, S., & Auvinen, T. (2025). Archetypes of bad physician leaders – a qualitative study from a large Finnish central hospital. Leadership in Health Services, 38(5), 48–64. doi.org/10.1108/LHS-...
Huikko-Tarvainen, S., & Auvinen, T. (2025). Archetypes of bad physician leaders – a qualitative study from a large Finnish central hospital. Leadership in Health Services, 38(5), 48–64. doi.org/10.1108/LHS-...
Archetypes of bad physician leaders – a qualitative study from a large Finnish central hospital
| Emerald Insight
1
doi.org
May 31, 2025 at 12:25 AM
🔗 Full citation
Huikko-Tarvainen, S., & Auvinen, T. (2025). Archetypes of bad physician leaders – a qualitative study from a large Finnish central hospital. Leadership in Health Services, 38(5), 48–64. doi.org/10.1108/LHS-...
Huikko-Tarvainen, S., & Auvinen, T. (2025). Archetypes of bad physician leaders – a qualitative study from a large Finnish central hospital. Leadership in Health Services, 38(5), 48–64. doi.org/10.1108/LHS-...
Bottom line
This study puts structure around what many physicians (people?) already know viscerally: the boss matters.
And bad ones?
They hurt people, they hurt processes and they prevent growth.
This study puts structure around what many physicians (people?) already know viscerally: the boss matters.
And bad ones?
They hurt people, they hurt processes and they prevent growth.
May 31, 2025 at 12:25 AM
Bottom line
This study puts structure around what many physicians (people?) already know viscerally: the boss matters.
And bad ones?
They hurt people, they hurt processes and they prevent growth.
This study puts structure around what many physicians (people?) already know viscerally: the boss matters.
And bad ones?
They hurt people, they hurt processes and they prevent growth.
Why it matters
If you’re designing leadership training, health org policy, or just trying to understand why your clinic morale is in the sewer: this paper has receipts.
Leadership isn’t optional.
And bad leadership isn’t invisible, it’s deeply felt.
If you’re designing leadership training, health org policy, or just trying to understand why your clinic morale is in the sewer: this paper has receipts.
Leadership isn’t optional.
And bad leadership isn’t invisible, it’s deeply felt.
May 31, 2025 at 12:25 AM
Why it matters
If you’re designing leadership training, health org policy, or just trying to understand why your clinic morale is in the sewer: this paper has receipts.
Leadership isn’t optional.
And bad leadership isn’t invisible, it’s deeply felt.
If you’re designing leadership training, health org policy, or just trying to understand why your clinic morale is in the sewer: this paper has receipts.
Leadership isn’t optional.
And bad leadership isn’t invisible, it’s deeply felt.
The authors argue that leadership development must include emotional awareness and skill building, equity, and actual presence.
Also, “good” leaders aren’t always good, sometimes the same person does both well and terribly, which may be even more destabilizing for teams.
Also, “good” leaders aren’t always good, sometimes the same person does both well and terribly, which may be even more destabilizing for teams.
Nine Til Six I Am A Robot After Six I Am Dangerously Unstable GIF
ALT: Nine Til Six I Am A Robot After Six I Am Dangerously Unstable GIF
media.tenor.com
May 31, 2025 at 12:25 AM
The authors argue that leadership development must include emotional awareness and skill building, equity, and actual presence.
Also, “good” leaders aren’t always good, sometimes the same person does both well and terribly, which may be even more destabilizing for teams.
Also, “good” leaders aren’t always good, sometimes the same person does both well and terribly, which may be even more destabilizing for teams.
Discussion
❤️🩹 These archetypes aren’t rare quirks, they contribute directly to physician burnout, turnover, and ultimately patient harm.
❤️🩹 These archetypes aren’t rare quirks, they contribute directly to physician burnout, turnover, and ultimately patient harm.
May 31, 2025 at 12:25 AM
Discussion
❤️🩹 These archetypes aren’t rare quirks, they contribute directly to physician burnout, turnover, and ultimately patient harm.
❤️🩹 These archetypes aren’t rare quirks, they contribute directly to physician burnout, turnover, and ultimately patient harm.
⚖️ Unfairness & discrimination
* Unfair: Gender bias, unequal workloads, and the classic “Are you planning to have children?” interview question
* Unfair: Gender bias, unequal workloads, and the classic “Are you planning to have children?” interview question
May 31, 2025 at 12:25 AM
⚖️ Unfairness & discrimination
* Unfair: Gender bias, unequal workloads, and the classic “Are you planning to have children?” interview question
* Unfair: Gender bias, unequal workloads, and the classic “Are you planning to have children?” interview question
📉 Incompetence & ineffectiveness
* Incompetent: Doesn’t understand clinic workflow, but knows how to slam fists on tables
* Incompetent: Doesn’t understand clinic workflow, but knows how to slam fists on tables
May 31, 2025 at 12:25 AM
📉 Incompetence & ineffectiveness
* Incompetent: Doesn’t understand clinic workflow, but knows how to slam fists on tables
* Incompetent: Doesn’t understand clinic workflow, but knows how to slam fists on tables
📣 Authoritarianism & abuse of power
* Autocratic: “We made this major decision. Surprise!”
* Bully: Public humiliation as a leadership strategy
* Manipulative: Nepotism and shady backdoor hires
* Autocratic: “We made this major decision. Surprise!”
* Bully: Public humiliation as a leadership strategy
* Manipulative: Nepotism and shady backdoor hires
a man in a suit and tie is pointing at another man who is holding a folder .
Alt: a man in a suit and tie is pointing at another man who is holding a folder .
media.tenor.com
May 31, 2025 at 12:25 AM
📣 Authoritarianism & abuse of power
* Autocratic: “We made this major decision. Surprise!”
* Bully: Public humiliation as a leadership strategy
* Manipulative: Nepotism and shady backdoor hires
* Autocratic: “We made this major decision. Surprise!”
* Bully: Public humiliation as a leadership strategy
* Manipulative: Nepotism and shady backdoor hires
Seven archetypes of bad physician leaders, organized into four themes:
🧊 Lack of support & accessibility
* Absent: Physically/emotionally unavailable
* Dismissive: Shrugs off distress with “same” or silence.
🧊 Lack of support & accessibility
* Absent: Physically/emotionally unavailable
* Dismissive: Shrugs off distress with “same” or silence.
May 31, 2025 at 12:25 AM
Seven archetypes of bad physician leaders, organized into four themes:
🧊 Lack of support & accessibility
* Absent: Physically/emotionally unavailable
* Dismissive: Shrugs off distress with “same” or silence.
🧊 Lack of support & accessibility
* Absent: Physically/emotionally unavailable
* Dismissive: Shrugs off distress with “same” or silence.
Methods
:
📍Setting: A large central hospital in Finland 👩⚕️Participants: 50 physicians (residents to chiefs)
📝 Data: Semi-structured, in-person interviews
📊 Analysis: Inductive content analysis + thematic coding
Translation: They talked to docs and let the horror stories speak for themselves.
📍Setting: A large central hospital in Finland 👩⚕️Participants: 50 physicians (residents to chiefs)
📝 Data: Semi-structured, in-person interviews
📊 Analysis: Inductive content analysis + thematic coding
Translation: They talked to docs and let the horror stories speak for themselves.
a man in a suit and tie is holding a mug that says `` world 's best boss `` .
ALT: a man in a suit and tie is holding a mug that says `` world 's best boss `` .
media.tenor.com
May 31, 2025 at 12:25 AM
Methods
:
📍Setting: A large central hospital in Finland 👩⚕️Participants: 50 physicians (residents to chiefs)
📝 Data: Semi-structured, in-person interviews
📊 Analysis: Inductive content analysis + thematic coding
Translation: They talked to docs and let the horror stories speak for themselves.
📍Setting: A large central hospital in Finland 👩⚕️Participants: 50 physicians (residents to chiefs)
📝 Data: Semi-structured, in-person interviews
📊 Analysis: Inductive content analysis + thematic coding
Translation: They talked to docs and let the horror stories speak for themselves.
Background:
🩺Physician leadership matters—for care quality, team morale, and retention.
But most research focuses on “good” leaders.
☠️ What about the ones who make you want to fake a seizure to just to leave the meeting?
This study fills that gap.
🩺Physician leadership matters—for care quality, team morale, and retention.
But most research focuses on “good” leaders.
☠️ What about the ones who make you want to fake a seizure to just to leave the meeting?
This study fills that gap.
May 31, 2025 at 12:25 AM
Background:
🩺Physician leadership matters—for care quality, team morale, and retention.
But most research focuses on “good” leaders.
☠️ What about the ones who make you want to fake a seizure to just to leave the meeting?
This study fills that gap.
🩺Physician leadership matters—for care quality, team morale, and retention.
But most research focuses on “good” leaders.
☠️ What about the ones who make you want to fake a seizure to just to leave the meeting?
This study fills that gap.