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The facts, as you understand and present them, are useful, however, they are also incomplete. I have two things for you to consider on the off chance you want to be helped and are just trying to save face here.
Management doesn’t like people that are annoying, demanding, and go around to the other staff badmouthing the bosses. Management also likes and expects to have the final word on things. It’s very annoying when people are explicitly or implicitly telling their boss all the great things they’re doing and ignoring all of the not so great things. It’s transparent and often invites backlash. A stack of good performance reviews are great, but if you’re annoying, it’s not going to get you very far.
You’ve represented yourself and 100% aggrieved and flawless. I haven’t seen any acknowledgment of behavior problems or challenges. You seem to think you’re well above your peer group because “everyone likes me and thinks I’m great. I know this is true because they told me so”. The fact is that unless you have a major problem with someone, you’re pretty much always going to validate a person and say they’re amazing when you are confronted for informal feedback. Particularly when a person is a loose cannon and potentially going to go off the rails at the slightest criticism. For formal feedback, well, I wouldn’t just take someone at their word about what they wrote without verifying it myself. It’s possible they’re being selective in what they tell you.
I find this all so interesting. It’s a great little encapsulation of the modern work environment, institutional decay, and personality issues. Your situation aside, it’s going to be interesting to see how things develop now that hospitals are run by a bunch of women in a sewing circle (in spirit, even if half those women are men). We’re very far removed from the stoic old man doctor with a cigarette or pipe. Maybe things will be fine?
I understand that your day job involves coming into a situation where you had no original stake, or direct involvement, and then assuming an advisory position despite a clearly superficial understanding of the facts of the matter. I ask that you keep it there, I'm not paying you.
On a factual basis: no, I haven't presented myself as perfectly flawless on any day of my life, even I'm convincing women to let me sleep with them. Good grief. I, like a real human being, have made actual errors. And like a responsible trainee doctor, I've disclosed that to my boss. They're not material here, because the one specific issue he raised wasn't my fault.
Have you ever considered the possibility, in theory, that someone might actually be liked and good at their job? Or is that an entirely foreign prospect for you?
Beyond that? I hope your advice finds someone who needs it. If you want the fuller picture, I can ask my boss to sign up on themotte.org. I'm sure he has the time. God knows where I find it.
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I can't speak to the object-level here, but I'll caution for anyone on the state side of seeing-like-a-state that this is also the sort of diagnostic that shows up when the measure is wildly off-target.
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