As soon as you understand the necessity of facing Dr D about his tumultuous behaviour, seek help. If your team doesn't have an executive with an established process in place for treating disruptive doctors, you'll have to associate with at least another powerful physician on the team.
When the physician/liaison was chosen, communicate the facts, talk about the probable results of failing to relieve the issue and suggest ways the both of you are able to approach Dr D to maximize the possibility of a favourable result.
Prepare a summary of things that you would like to pay for. Adhere into a script so that you avoid getting pulled in a debate. You can visit https://www.thedisruptivephysician.com/ to know more about disruptive behaviour in healthcare.
Describe the problem behaviour to Dr D in factual conditions. Explain the arrangement of events and also explore the impact Dr D's behaviour had on employees and the possible negative consequences his actions had on his professional reputation and the standing of this team.
Refrain from utilizing psychological terms like bad behaviour, tirade or childish tantrum to describe the behaviour. These conditions may describe the behaviour but have the potential to polarize the situation and create Dr D more defensive.
When talking Dr D's behaviour, consider if the outbursts might be due to a drug or alcohol problem or if his behaviour might be the consequence of psychological illness, such as depression.
This sort of strategy isn't suitable for each circumstance. By way of instance, if tumultuous behaviour involves risks, violence or harassment, the clinic must act immediately to cure the issue.