Category Archives: philosophy

Teaching critical thinking – and other “soft skills”

I noticed this tweet and reply this week. When indeed did critical thinking become a soft skill? That response was by a medical researcher. No wonder we have to keep thinking about teaching it, if it isn’t given priority in the previous levels of education. Perhaps critical thinking is not welcome when it comes to voting but in the field of medical practice a critical mind is crucial. It’s obviously crucial in research and its crucial in all stages of applying evidence based practice.

I had previously had in mind to do a blog post of the “non-clinical skills” that are required to be taught in training. This was stimulated by a talk I went to in September at the EURACT conference which talked about the new capabilities framework in the UK https://www.gmc-uk.org/-/media/documents/Generic_professional_capabilities_framework__0817.pdf_70417127.pdf to be applied to all postgraduate training. The talk was by someone from the RCGP who described how the GMC have now mandated new domains to be continually assessed during training. These include, for example, capabilities relating to patient safety and quality, leadership, research, professional knowledge, education and training and so forth. So far so good.  It did not sound too different from the roles in the Canmeds framework (although the “continually assess” sounded a bit ominous). The speaker stated that these were to have equal emphasis with clinical knowledge and skills. They had enthusiastically embarked on teaching a research component in GP training which had been evaluated positively by selected and engaged supervisors and registrars. They reported they were now faced, however, with rolling it out to everyone and admitted there might be challenges with non-engaged supervisors and struggling registrars.

These non-clinical skills are obviously relevant for clinical people and perhaps even more so for those involved in education. I recall from my student days when students (and some staff) tended to give a bit of a nod and a wink to the equal weight given to the different domains in the curriculum. Similarly it is quite frustrating as an educator when learners object to spending time on “soft stuff” that we think is crucial and worthwhile. On the other hand it is quite understandable for learners to feel under pressure from an increasingly busy curriculum, the need to pass assessments and the perceived safety of patients if their clinical skills are not up to scratch.

I think there are a few points that can be noted from this. There is a responsibility for educators to evaluate the curriculum and ensure it is not just comprehensive and responsive to various stakeholders (academic, political, legal or regulatory bodies) but also meaningful to the learners. We also need to convey why these other domains are important and how multiple competencies contribute to the performance of a clinical activity. From an educational perspective are these capabilities teachable and are they assessable? From a teaching perspective it is also preferable to teach in context. So, “critical thinking skills” are more effectively taught in a context meaningful to the adult learner (probably the clinical context for most medical learners) and not abstracted from the domain specific content which the learners are seeking to master. I addressed this aspect in an earlier post http://mededpurls.com/blog/index.php/2018/10/04/making-the-implicit-explicit-a-core-concept-in-clinical-teaching/  This may help prevent them from being siloed as a “soft skill” but this complexity does however make it more of a challenge to document and be accountable in a managerial sense – and this latter priority often predominates. Learning in the context involves articulating your thinking and this is particularly so for the clinical supervisor.

So, consider, with our increasingly impressive curricula and standards, is there a divide between what is stated, what we actually teach and what we test? And how is it perceived by the learners? We need to monitor the bigger picture of what we are doing in education. Bear in mind that some similar requirements may one day be coming to a training program near you.

 

Slow Training

I’m generally not keen on analogies but it seems to me that the ideas implicit in the Slow Movement have a certain relevance for medical training.  Or have we missed the boat already?

“Slow” Education

I recently spent a week in Brittany on a Full Immersion French course.  This was not totally Slow Travel.  We travelled by plane and train and rented a car.  However, we stayed in a beautiful place (the bed and breakfast was a converted farmhouse with a lovely garden) where our lunches were created from food grown in the garden.  I went on excursions to the local towns with the teacher and learned about their involvement in the local community as we chatted over breakfast.

I deliberately slowed it down because I also spent time relaxing with the family.  It wasn’t onerous but I learnt more relevant French in that week than if I had attempted an online course or gone to weekly lessons (as I did previously).  It was very individually adapted to my learning needs – my knowledge base, my interests – and it was interactive and interpersonal.  Lots of educational concepts were incidentally observed as I experienced the excellent teacher!

Generally in life, I’m not good at being slow so it’s something I am forced to think about.  I like to get things done and ticked off.  I had two babies while going through medical school decades ago and felt obliged to take no time off.  I wouldn’t advise that now I suspect.

The Slow Movement


The Slow Food movement originated in Italy when a group of activists protested against a McDonald’s being opened in their area.  It’s now a global movement with positive aims to join up the pleasure of food with ideas about community and the environment.  Now, I am no Foodie and I am not ideologically averse to popping into McDonalds when travelling, but I can also see nutritional benefits in slow food. There are now Slow Travel and Slow Cities.
The Slow Movement overall makes the point that faster is not always better. The philosophy is about doing things at the right speed (not just the slowest speed) and as well as possible. It’s about quality over quantity and experiencing and savouring rather than just counting the time.   Can it apply constructively to education and training
?

Slow training?

It would seem that this might be an option in the context of Competency Based Education (CBE) where the important issue is not how long you take but whether you reach a pre-determined competency.  However, I’m sure educators will have noticed that CBE is generally contrasted with time-based education and the hidden agenda is often the possibility of getting learners through more quickly – if someone is already competent why should they have to “do their time”?  Fair enough.  The now disbanded possibility of “acceleration” in Australian GP Training embodied this concept somewhat.  Is it a problem (for whom?) if someone takes longer than average to “complete” training?  Some systems refer to “Less-Than-Full-Time” (perhaps to emphasise what is “normal”) but less-than-half-time was pretty flexible in terms of fitting registrars into stretched practices at variable times during a term rather than wasting time waiting for the next placement. It also enabled those who needed it to ease back in.  If this results in a happy trainee, a practice whose needs are accommodated and a competent GP who completes training, I would suggest this is preferable.  Forgive my polemic but I believe it is based on good sense and evidence.

Longer training is not a problem for the individual if their practice options are not too constrained.  Similarly it is less a problem for the system if it is recognised that they are contributing meaningfully to the workforce.

A few years ago I presented in a Dangerous Ideas segment of a conference – arguing in favour of part- time training.  In many training programs it is a battle to get a part-time position and it is very rigidly defined. Realistically it is also challenging for large organisations (size is often a determinant of training style). At the end of the talk people came up to me saying they wished they could train in Australia where it seemed so flexible.  Most of the options I mentioned then, no longer exist.  This is despite the fact that measured outcomes, apart from “time to completion”, were not negatively impacted. Among these learners, who had made the most of flexible training, some had taken time out to do “electives” which included extra clinical work for twelve months or more (eg Obstetrics, paediatrics etc) or work with overseas aid organisations.  There were no easy statistical measures to explore how these experiences may have benefitted this small group of individuals and the communities in which they ended up working.  They were a small enough group to have negligible impact on overall completion figures. A more senior registrar used to advise new registrars to “take their time” because they would never again in their career have such an opportunity to learn.  But have we now missed that boat?

Benefits of Slow Training

Other benefits (in the context of general practice) were often increased continuity of care while working part-time (over longer attachments) – important learning for the registrars and a positive for their patients. Many registrars at the end of training said they wished they had a bit more time to consolidate their knowledge.  They didn’t feel quite ready after the rush at the end of training to pass exams.  I believe other training programs in other countries have experimented with elective terms at the end of training.  In other countries GP training is, in many instances, longer than in Australia so perhaps there is some leisureliness programmed into their systems. Issues have been noted with the tendency for systems to act as if one day you are not competent but the next day (ticked off and credentialled) you are now totally on your own. This is perhaps where the more recent thinking about graded levels of entrustment could be usefully applied.

It is also arguable, knowing that our “up-to-dateness” diminishes over time after graduation or Fellowship, that if we compared ex-registrar cohorts ten years down the track, that those who took longer to complete would be more current in their knowledge and management than those who exited in minimum time.  An interesting point to consider in terms of the community and the goals of GP training.

Another benefit of Slow Training for the individual is likely to be a decrease in burnout and therefore, for the system, less drop out and, for government funders, a more sustainable workforce.  But this requires longer term thinking.  The shorter term is often concerned with outputs – and numbers are certainly important to report.  Perhaps those of you on the planning side of medical education can realise how crucial it is to put significant and informed effort into meaningful KPIs.  Education is so much more than what is delivered on the day, online or even in one-to-one discussion.

The importance of time and place

I realise there is a different train of thought in procedural speciality training because of the perceived absolute number of hours needed to acquire expertise – in a required range of procedures.

But general practice is about breadth – and a breadth that keeps changing.  In theory GP Training (or at least, learning) continues until the day you retire.  There is never a day in clinical practice where I don’t go home thinking “I need to know more about…..”  There is not a finite list to master – although we may try to produce lists that define overall minimum competency in a particular way.  Some generic skills (eg communication) would be expected to improve during training but GP education is not just about an incremental and chronological improvement in a limited set of skills over a set time period (milestones).   It is about acquiring a range of knowledge and skills from each very different clinical placement and this path may be different for each trainee.  It is easier to apply milestones over a longer undergraduate course with a steep learning curve than to a shorter post graduate course with participants with varying degrees of commencing expertise.  The generic skills (capability) are applied to different content and competency may be acquired in one area early on (or already exist) and in another area later in training. Learning occurs in context, in communities of practice.

We already emphasise the presumed differences in “rural training” and the opportunities for learning in a rural environment.  In reality there are also nuanced differences across regions. Just as we aim for a nutritious diet but the source of the nutrients may be packaged differently region to region, so too, a basic curriculum is learned in different contexts.  But perhaps there are also benefits to regional training akin to slow food – an emphasis on quality, an enjoyment of the process, an emphasis on community and reflection.  Fast food comes pre-packaged but slow food promotes adaptability, thinking and flexibility.  Perhaps a McDonald’s in each town misses out on something. Or maybe even McDonald’s (not drive-thru) is seen as a haven of connectivity in a virtual world.

All training programs are on a continuum from minimal structure to tightly structured.  A tightly structured program may more easily ensure that prescribed content is covered in a shorter time period and may be more easily reportable. A less structured program may rely on (and encourage) more self-direction.  Some are more university and lecture based, some more hospital based and others largely in general practice.  One could compare, for instance, Canada, New Zealand, Germany and Norway.  All have their pros and cons but it is worth considering what may also be lost in being at either end of each spectrum.   Consider where we are on the spectrum from slow to fast training – how far we have moved along that spectrum and what that means for training.  OK, so the analogy isn’t perfect but it is perhaps worth reflecting on.

Education is interpersonal

This last week I noticed this encouraging headline in Australian Doctor in regard to GP Training.

https://www.australiandoctor.com.au/news/most-gp-registrars-happy-work-survey-reveals

It reinforced the sense that the apprenticeship model for training has a lot going for it and the GP Supervisors at the coal face are perceived to be doing a good job.  It was only when I logged in to the full article that I noted the fine print under the headline – but some are dissatisfied with the support of their Regional Training Organisations. This satisfaction has apparently decreased significantly since the last government shake-up of training and I guess that reiterates the message of my last blog – that there are challenges facing the colleges as they resume oversight of training and that training programs are not just exercises in efficiency.  Neither are they pure academic exercises. They are affected by politics and ideology and it is necessary to keep in mind that the learning environment we are setting in place now will affect future generations.  Training systems are crucial in creating a positive learning environment and if you are involved in training it is good to keep this broader perspective in mind.  Education is more than what you do in a lecture or small group or the feedback form you fill in for the individual learner.

Some dialectical choices for GP training

We could see some of the issues perhaps as dialectical choices facing future decision makers. The first obvious tensions are those of professionalism vs managerialism and collegialism vs corporatism. A managerial approach may have been seen as a solution to inefficiencies in education and training but it has also sidelined educational debate.  It has been recognised in education for a couple of decades. Managerialism has itself gone through several incarnations with neoliberal managerialism emphasising competition and markets and now neo-technocratic managerialism focussing on metrics at the expense of other values.  Here are a couple of interesting articles I read previously on this topic.

https://www.researchgate.net/publication/308012061_The_Death_of_Socrates_Managerialism_metrics_and_bureaucratisation_in_universities

https://www.opendemocracy.net/kathleen-lynch/’new-managerialism’-in-education-organisational-form-of-neoliberalism

Even our way of speaking about health or education has been infiltrated by the managerial lexicon and thoughts and actions soon follow the language.   Neo-technocratic managerialism reduces the technical expert to being a content provider while education is reduced to what can be measured and reported.  We start to think only about what we can measure. The BMJ article I’m sure will spark surprising recognition. It’s a tongue in cheek article describing this whole process as Management Language Syndrome which has now become a chronic disease  – and like obesity it is supported by the environment.  http://www.bmj.com/content/359/bmj.j5661

This is why it is important to consider the personal vs metrics.  It is very easy, when managerialism encourages priority of efficiency over other values, to be tempted by the panacea of IT and online solutions for everything.  Sadly, experience in other countries has already demonstrated that the cons can be just as crucial as the pros.  The related challenge to this is to keep reminding ourselves of the place of IT.  Is it functioning as tool or master?

Having spent time in the UK I have observed a stretched health system where individuals are held responsible for system failures.  There is an increasing international tendency to talk about teaching “resilience” (apparent in the recent AMEE conference) but we shouldn’t need to teach resilience so people can survive unhealthy systems.  The issue of support for trainees and students is crucial to quality training.  In fact, our systems should model the values we are trying to instil.  If we feel it is important to produce GPs who are able to relate, to nurture, to have empathy, to take note of evidence, to communicate well, to respond to the whole person, to be curious and adaptable – then ideally the training environment should exemplify these values and attitudes. We are all aware of studies where experience in a hospital system can negatively affect values inculcated in early medical school.

In this corporate world it is almost mandatory for organisations of all types to claim to have “world best practice” and to have mission statements regarding quality etc.  In the educational sphere we need to hang on to the reality that quality is not just about repeating “we are the best”.  Brand and marketing are ubiquitous in today’s culture and we are not immune.  It is obviously important in selling a product but we need to acknowledge that not all human activity can be reduced to selling products, people are not just consumers and education and health are not merely business.  There is often a choice of brand versus substance.

How do we know we are “world class” if we are not outward looking enough to know what the rest of the world is doing and to evaluate it?  This brings me to another dialectic of parochial vs global.  I have recently been at AMEE with between three and four thousand medical educators from the rest of the world and there is much we can learn and from which we can benefit.  A speaker in a session on feedback was describing studies on written versus audio feedback (the latter being preferred by students) and quoted from a 2014 study which still concluded that “It is only the relationships between the student and the instructor which can enhance learning.”  A symposium on dilemmas in supervision raised many of the complexities of supervision and assessment and the fact that existing systems do not always support quality supervision.

A lot of these debates and dilemmas could be approached by keeping in mind that education is interpersonal. This is very much underlined by sociocultural theories of learning and the literature on the influence of mentors and role models.  Do our systems, processes, methods etc facilitate or hinder the interpersonal aspects of education?  What can be done to mitigate the threats?  How can we support the learners if we don’t know them and they have become just numbers?  If the personal is lost this will be to the detriment of good training and the quality of our future medical workforce.  It is a challenge to be consciously faced in medical education by educators, policy-makers and managers.

Alliterative Attitudes for Medicine and MedEd

Recently on Twitter there was some discussion about what were the essential characteristics of a good doctor. The initial tweet said:

This was followed by replies suggesting other words beginning with C: “I’d add curious and concerned.” And “whatever synonym for humble that begins with c”. Others said “great mnemonic. I might add: Considerate.”  And  “Can I add a fourth C?  Communicative”.  All worth discussion. The occasional game tweeter suggested additional words beginning with A.

 

Someone else noted it reminded them of a poster for the 6 C’s (in the NHS) and a reply to that was “Interesting. “C” is obviously key.  The signs I put up in our department are “Caring, Clean and Courteous”.

 

My contribution was to note the three  words beginning with C that I used to quote, for many years, to GP registrars at the end of an observed session of consulting. When worried about the exam I tried to encourage them that, as long as they Cared, had Curiosity and were Conscientious they would be good doctors.  Why did I say this?

I wasn’t promising them that they would pass the exam on their first attempt. I wasn’t even promising that they would tick all the required competency boxes in the next twelve months. This was more about capability (when they need to keep learning), patient safety and future career satisfaction – maintaining enthusiasm and avoiding burnout.   It was more about continuing professional development than measuring a good doctor in the here and now.  More about attitude than current knowledge or skills.

About ten years ago I thought this off-the-cuff advice through in a bit more detail and with a bit more rationale to see where the options might lead.   The powers that be want those finishing training to be competent.  I took this as the starting point (at least as judged by various training assessments) and then looked at what might happen if they were also caring, curious or conscientious.  My exploration produced a few more words beginning with C along the way.  Perhaps a negative way to view this is to speculate on what happens if one of these attributes is not present.  If you miss one of these things, it can all go awry.   I guess I could have constructed the algorithm in a few ways but here is one version anyway (I’m sure you could come up with your own list to generate discussion).

 

Curiosity

I agreed with some of the tweeters that curiosity is essential. If you’re not curious you can stagnate.  You might not seek out the new knowledge you need to manage problems, develop new skills or be intrigued by new presentations.  If you’re not curious about the people you see every day you are at risk of boredom.  You might still be caring and well liked but eventually you risk becoming incompetent without being aware of it.  Perhaps this picture demonstrates curiosity along with a bit of tenacity!

If you are curious about medicine and about people you will never be bored.

Conscientiousness

If you aren’t conscientious, safety goes out the door. If you are conscientious you will keep up your professional development (regardless of any carrots and sticks) and you will follow up patients and ensure their safety.  But without the curiosity and the caring this might become a soulless pursuit or even an anxiety ridden approach.

That over-used concept of caring

Caring is a bit of a vague (and over-used) concept but in some of its manifestations it modifies the other two attributes. If you care about the person in front of you, you will be more inclined to conscientiously follow up and be curious about what is happening to them.  Caring can imply compassion for the person or passion for medicine and the profession.  If you don’t care – you will find it difficult to develop a doctor patient relationship, you will lose interest and motivation to head into practice each day.  A curious and conscientious doctor is likely to still be competent (and safe) in ten years’ time but they may miss some of the rewards of general practice that come with caring.  If you care about people and care about your profession then you have motivation and passion that helps you hang in there.

Obviously, if you lack all three attributes things may not turn out well, regardless of the starting point, and I would acknowledge the growing relevance of collaboration (and perhaps collegiality) in the initial tweet.  it should be somewhere in an expanded algorithm!

Here is where I add a “Caveat”. Will caring always make you more content in your career and help you avoid burnout?  Not necessarily so.  Problems with boundaries or system constraints that limit how you can help patients may cause frustration and burnout so these are things to bear in mind.  You may be a good doctor for your patients but not for yourself!  A discussion for another day.

The above is just a discussion that attempts to go beyond the current focus on measuring competencies to what keeps us going in a challenging career. In rapidly changing times we need to be capable as well as competent.  The conclusion for me is that GP training and education should also focus on these other aspects.  A training program should encourage and reward curiosity. It should recognise that sometimes a focus on ticking boxes and the often perverse incentives of quality frameworks can decrease the intrinsic conscientiousness that is part of professionalism.  It should explore the importance and implications of caring and being compassionate.  Perhaps this may also lead into the recognition of broader system issues that affect our ability to be good GPs and providers of effective primary care.

To everything there is a season

I have always liked that quote (from Ecclesiastes 3:1 in case you were wondering), probably reinforced by the fact that it was turned into a song in the 60s (and a hit by the Byrds – who remembers them?) in my impressionable youth.  

There is a time for being serious and academic and evidence based in medicine and medical education -and that is probably most of the time – but thank goodness the BMJ has a seasonal xmas edition with lots of light heartedness.  One of my favourites this year was “Does Peppa Pig encourage inappropriate use of primary care resources?” http://www.bmj.com/content/359/bmj.j5397  which was apparently taken as a serious suggestion in some quarters.

In medical education there are also times to be serious and occasions on which to be more light hearted, though generally it is within the overall context of imparting a learning experience. Sometimes it’s just for the purpose of enhancing the  interpersonal part of education which is in decline in current programs.  A Christmas quiz in a workshop setting can always include answers such as “Christmas disease” and questions about red noses and liver function tests.  Of course one can’t guarantee this method will be appreciated by all participants.  Some years ago I included a lunchtime “trivia” quiz at a workshop.  All the exam-style questions focussed on topics presented during the workshop day and four out of five were serious.  Twenty per cent were real trivia.  For example there were questions on respiratory disease and then some where the answer might be a rock band with a song title about “air’ or “breath” etc.  Out of a few dozen feedback sheets there was one comment that a trivia quiz was “unprofessional”.  They obviously felt it wasn’t the right season and maybe it’s all about the framing and expectations.

There have been many seasons in medical education. There was a long era of lectures and a shorter epoch of small groups.  There has been an evolution of overhead presentation technologies and we have entered the age of performance in the TED (technology, entertainment, design) talk template.   My daughter is a stand-up comedian and I observe similarity between the preparation for a six minute comedy set and a six minute Pecha Kucha.  There have been other more innovative approaches and, for the researcher and presenter there have been books, libraries, index medicus, online journals and, praise be, Google.  In terms of seasons, it is probably Spring heading into Summer for the use of various aspects of social media in medical education.

If we go far enough back there have also been dire warnings, at a society level, about TV replacing radio and cinema, screens replacing books and too much time spent on video games or social media. So it goes on. Perhaps the main issue is the end point – informed and reflective individuals – and there are stimuli aplenty to thinking and reflection in the whole range of media.  Afficionados of one approach to education are very much inclined to bag other approaches but perhaps there is wisdom in the quote that started this post and which still resonates with me after all these years.  “To everything there is a season and a time to every purpose under heaven”.   It all depends on appropriateness (and there is professional judgment in that) and that may depend on purpose and context (in its broadest sense).

Take some time over the Christmas season to take in a good (or bad) film, an interesting book, concert, gallery, magazine or blog and exchange views on social media or in person. I hope we can all find some time to relax, reflect and relate (and start the new year revived).

What’s new, what’s old or what works (from AMEE)

Much of medical education today focusses on being “innovative” (or complaining that older methods cannot possibly be appropriate). A few weeks ago I was at the AMEE conference in Helsinki, looking for “what’s new” but was impressed by one of the keynotes addressing what actually might work in education. It was great to be challenged by some broader educational ideas (instead of just which particular testing method has temporarily replaced the previous one).

The address was by Pasi Sahlberg and looked at Finnish lessons for education – stimulated by their consistently impressive ratings in the PISA results (in school education) from the OECD. These came to light initially in 2001 and it took a few years, apparently, for the Finns to take them seriously and actually believe them – and, therefore, to start looking at reasons behind this. The country’s school children performed well in literacy, then maths, then science.

Australia’s response to their own falling position in the rankings has been to introduce more testing.

Countries that don’t improve

 Sahlberg speculated on some characteristics of countries that don’t improve in educational outcomes: they emphasise competition and choice; they have test-based accountability; teaching is de-professionalised and they are addicted to reform.

What might have worked – in Finland

There is an emphasis in many areas on everything being “faster” but Sahlberg claims that, by contrast, Finland is into “slow learning”.  He characterised the education systems that perform better as including:

  • Collaboration
  • Teacher involvement in curricular development
  • Trust based responsibility
  • Teacher professionalism
  • Systems improvement rather than reform.

An emerging feature was the relationship between quality and equity.

He also raised the issue of using small data.  Big Data has certainly proved useful for global education reform by informing us about correlations that occurred in the past. But to improve teaching and learning, it behooves reformers to pay more attention to small data – to the diversity and beauty that exists in every classroom – and the causation they reveal in the present. https://pasisahlberg.com/next-big-thing-education-small-data/ In some other venues he has flagged the increasing use of technology as influencing educational outcomes but also now dictating the research agenda.

His slides are here https://pasisahlberg.com/wp-content/uploads/2017/08/AMEE-Talk-2017.pdf but don’t give the full flavour of his talk (such as playing “Knocking on Heaven’s Door” and getting the crowd of several thousand to sing along).  Of course the PISA rankings have produced their own problems and encouraged teaching to the test in many countries although they do now look also at broader equity issues.  Finland’s top position has been taken recently by several East Asian countries with very different approaches. Some commentators note that, compared to Australia, all these high performing countries have much more homogeneous populations (which is now changing in Finland) – but, on the other hand, Canada has also consistently maintained a higher position than Australia. Whatever that means.

Sahlberg addresses the pros and cons of PISA including increasing commercialisation in this area https://pasisahlberg.com/the-leaning-tower-of-pisa/ but also notes there have been austerity measures in Finland since 2008: Finally, what Finland should learn from these recent results is that reducing education spending always comes with consequences. It is very shortsighted to think that high educational performance ….. would be possible when resources are shrinking.

Relevance for medical education

Schools are a long way from the medical education environment (which can be quite privileged) but sometimes it’s good to stretch our minds and consider some broader concepts. Besides which, it is probably also of interest if you have children or grandchildren.  Like all education, the possible variables influencing outcomes are myriad and even the outcomes themselves are debated.  I won’t draw particular conclusions but suggest that it might be interesting to reflect on your own teaching/learning environment and the system in which you work.  Consider which concepts have relevance, the direction in which your education system is heading and the implications of this.

We often encourage post graduate trainees to reflect and there is some literature on whether one can teach “reflection” so perhaps we educators should also be trying to reflect on concepts such as: collaboration, competition, professionalism of and respect for educators, opportunities to use small data to improve, the reasons for reform, resources and funding priorities, the use of tests etc – and whether “slow learning” might be relevant for post graduate GP training?  Maybe an interesting workshop topic.

 

(silver birches in Finnish forest and airport sculpture)