International Urogynecology Journal (2018) 29:323–325 https://doi.org/10.1007/s00192-017-3549-3 EDITORIAL 1 2,3 Kim W. M. van Delft & Robert A. de Leeuw Received: 26 September 2017 /Accepted: 20 December 2017 /Published online: 13 January 2018 The International Urogynecological Association 2018 Attracting talented juniors to the subspecialty of Urogynaecology decreasingly effective at engaging learners when they offer a is important to continuing the great work we are doing. We higher reward. This is counterintuitive, and still a widely mis- believe that urogynaecology is often underexposed during resi- understood concept, which we gained decades ago. If offering dency training, where the initial focus is on obstetrics and general higher financial rewards does not work, what does? Scott gynaecology. The key question is: how to attract top-talent to Geller is a motivation guru and tried to answer that question. urogynaecology? Subsequently, we suggest practical tips for He summed up motivation in three different values: compe- attracting junior doctors to our field. tence, consequence, and choice . However, he admits that A survey conducted amongst 258 Dutch obstetrics and gy- motivation is a complex topic and every model chosen over- naecology residents in 2015 revealed that half of the residents simplifies reality. According to Geller, competence
International Urogynecology Journal – Springer Journals
Published: Jan 13, 2018
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