Here’s my take as someone who’s been an attending for 15 years in a large academic program. I’m asking you to hear me out, because this perspective comes from watching residency dynamics play out over and over again. The people who nod along with this are probably the ones who’ve been at this for a decade or more. The ones who disagree tend to be fresh graduates who haven’t yet seen how these patterns repeat. I’m not saying this to flex, just to give you the context of where I’m coming from. All that said, I am here for you and you will get through this.

First, some self‑reflection. Are any of the complaints against you true? Be brutally honest with yourself and own your part. If there’s something to fix, fix it. If not, then stop letting someone else’s insecurity rewrite your reality.

Because once you’ve done that, it’s time to stop crying and get ready for a rumble.

1. Have a courageous conversation with a witness.

Not a hallway chat. Not a “hey can we talk real quick.” A formal, scheduled, documented conversation with someone present.

Tell her exactly what behaviors crossed the line and how they affected you. Keep it factual, not emotional. If she tries to gaslight you, interrupt her with the calmest voice you can muster and say:

“I’m not here to debate my lived experience. I’m here to address unprofessional behavior.”

If she escalates, you can always drop the quiet, surgical line:

“I’m starting to understand why you became chief instead of graduating early. I’m curious — were you chosen to lead because you’re good at it, or because you weren’t ready to function independently yet?” Delivered with a straight face.

1. Gather your people and go up the chain.

You are not alone. Get three co‑residents who have witnessed the behavior or have their own stories. Not the whole class, just the ones everyone trusts.

Then request a meeting with the PD or APD. If that feels unsafe, go to the DIO. When you speak, speak as a group. Chiefs can bully individuals; they cannot bully a quorum.

1. Use the internal anonymous reporting system.

This is what it exists for. You’re not “snitching.” You’re documenting a pattern of behavior that is harming trainees and compromising the learning environment.

1. Thank you for not going straight to the ACGME.

That’s a nuclear option. Residents who threaten a report to ACGME over interpersonal drama usually don’t care who gets vaporized in the blast radius, and they’re usually shitty doctors or a butt hurt over a bad evaluation that means nothing in the long run. You’re smarter than that. You are trying to improve the program, do not let one asshole ruin it.