Ash Hunt’s Post

This is one of the most readable articles I have seen on Psychological Safety. This is a well-written and insightful piece that emphasizes creating a culture where individuals feel empowered to openly express themselves. In healthcare, implementing psychological safety has demonstrated enhancements in team performance, patient outcomes, and staff well-being. Let me know what you think. Emma Clark (Malica) FACHSM CHE

"Psychological safety has been shown to improve performance in a variety of areas, including aviation and healthcare. We think big failures come out of the blue, but they’re actually on top of a pile of often underreported near misses,” Dr. Edmondson said. “The more we hear about what’s really going on, the higher the reliability of our processes and the better we are able to prevent the big, bad ones. How do surgeons create an environment of psychological safety? Dr. Edmondson views it as a three-step process: 1- Set the stage. 2- Seek feedback. Be approachable. 3- Respond appropriately." Thanks Jim McCartney for highlighting the insightful research of Amy Edmondson. #psychologicalsafety #healthcare #trust #surgeons #feedback #communication https://lnkd.in/gJrXDqBb

Avoiding incivility in the workplace, especially in nursing, is crucial for maintaining a positive, productive, and safe environment. Here are some strategies: 1. Promote a Positive Work Culture: - Foster an environment of respect and support. - Encourage open communication and mutual respect among staff. - Recognize and reward positive behaviors and teamwork. 2. Implement Clear Policies: - Develop and enforce policies against workplace incivility and bullying. - Ensure all staff are aware of these policies and understand the consequences of uncivil behavior. 3. Provide Training and Education: - Offer regular training on communication, conflict resolution, and stress management. - Educate staff about the impact of incivility on patient care and team dynamics. 4. Encourage Reporting and Addressing Incidents: - Create a safe and confidential process for reporting uncivil behavior. - Take all reports seriously and address them promptly and fairly. 5. Lead by Example: - Ensure that leaders and managers model respectful behavior. - Provide mentorship and support to help staff develop professional and respectful interactions. 6. Support Employee Well-being: - Promote work-life balance and provide resources for stress management. - Offer support services, such as counseling, to help staff cope with workplace stress. 7. Build Strong Teams: - Encourage team-building activities to strengthen relationships and trust among staff. - Facilitate regular team meetings to discuss concerns, share successes, and foster collaboration. 8. Implement Conflict Resolution Mechanisms: - Provide access to mediation and conflict resolution resources. - Train staff on how to handle conflicts constructively and professionally. By creating a respectful, supportive, and communicative workplace, nursing staff can work more effectively together, leading to better patient care and job satisfaction.

At Griffith University Health Clinic, I’ve had the privilege of witnessing the powerful impact of a multi-disciplinary approach to client care. Watching students collaborate to provide the best possible outcomes by leveraging their unique expertise and knowing when to refer to fellow professionals has been truly inspiring. What always stands out is the surprise students often express when observing assessments or follow-up appointments by allied health professionals from different disciplines. They are frequently struck by the varied methods of administration, communication strategies, and unique perspectives on client care. One thing is for certain, after observing another student from a different discipline, students are always left with a better understanding of when to refer and how to best serve the client through multidisciplinary care. I think this could be a great point for reflection and discussion for any Allied Health Professionals. Especially if you tend to hold bias towards any one profession. Do you really understand what they do when they are in front of the client? Discussion point: How much do you know about the "client journey" through your fellow professions? For example 1. If you are an EP, what exactly happens in a Physiotherapy or Dietitian initial assessment? 2. What will happen in the first session, when you refer your client to social work or rehab counselling? 3. What is included in an Occupational Therapy Functional Assessment? If all you've got in your arsenal is "Dietitians help you with diet" or "Physiotherapy will fix your injury," then I challenge you to ask yourself if you have the capacity to get the best possible outcome for your clients.

I aim to help people living with persistent pain to escape the trap of thinking there are only 2 choices (either ‘yes’ or ‘no’) about WHAT they can do. Actually, you can do almost anything you need or want to if you consider HOW you do them. Pacing yourself can support this. I cover this multifaceted approach in more detail in my book, “Your pain playbook", but one aspect of pacing is learning to ‘cut the costs’ involved in performing activities. The Cheetah (illustration) is an incredibly efficient hunter, adapted to its prey and environment. To be like the Cheetah, answer 3 questions about any activity you want to do: * 1.  Can I change how I do it? This is about the person-related aspects, like physical positioning, movements, cognitive skills etc. E.g. avoiding prolonged static positions, moving mindfully and symmetrically, and so on. 2.  Can I change the activity itself? This refers to the activity-based aspects, like the complexity and duration of the tasks involved. E.g. cutting out unnecessary steps and organising the workspace better is useful. 3.  Can I change the environment I perform it in? Here, environment-related aspects, like physical proximity, sensory inputs, social support etc can be adjusted. Thoughtful changes to all 3 domains can support your productivity; whilst lowering the pain and energy ‘price-tag’! Occupational therapists are trained to analyse all kinds of activities (including work tasks) and suggest these kinds of adjustments and accommodations that can benefit the person with persistent pain. Practitioners in the growing field of Human Factors and Ergonomics can also give expert guidance. “Your pain playbook” is available in ebook or paperback from Amazon or helenroome.co.za * These are based on the Person-Environment-Occupation (PEO) model developed primarily by Mary Law (1996).

It's crucial to acknowledge how toxic environments can affect us and our patients, especially in institutions that lacks team building+++ Setting firm boundaries is essential for our well-being and the safety of those we care for, especially when dealing with difficult colleagues. The article below highlights the key points to overcome toxic workplace culture.

Patient safety isn't just a checklist—it's a culture of courage and compassion. Drop 🧠 if you believe mental health support for healthcare workers is non-negotiable! And of course I need to do an EMDR shoutout because healing the invisible wounds that impact your ability to provide exceptional care is a game changer. Who's prioritizing their mental wellness today? #HealthcareLeadership #MentalHealthMatters #OhioTherapy #Therapy #Self-Care #Healthcare #Wellness #EMDR #EMRIntensives #HealingJourney https://lnkd.in/eKu8FJ9C 

Great article with some practical tips that are easy to implement. However, I would argue that communication and psychological safety are not soft skills. They are critical skills for students to learn that are just as important as any other skills.

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