Thursday, February 28, 2013

Knowing is not enough; we must apply. Willing is not enough; we must do" Goethe

Leadership Development is a Lifelong Process.

"There is a widespread agreement that leaders can be made, not born.  The question remains as to how an individual can be made into a leader. Individuals who are acknowledged as leaders are often nurtured and guided by others, seek and function in environments that encourage leadership behavior and study others who have been leaders.  The development of oneself as a leader is a purposeful process that is enhanced by guidance and support from others (Grossman, 2009, p. 157).


"Instead of exercising power over people, transforming leaders champion and inspire them" (Grossman, 2009, p.167)

Approaches to Leadership Development

* Lecture and Discuss (formal course work) 
* Role - Playing and simulation
* Participation in Sensitivity Training
* Role Modeling
* Institutes and Fellowships
* On the Job training
* Reflection and Self-assessment

The development of leadership knowledge and skills require:

* Purposeful, goal oriented action
* Honest, extensive self assessment
* A willingness to ask for assistance or guidance
* A willingness to to accept help or guidance when offered


Retrieved from http://www.hhsc.ca/body.cfm?id=1110
"Taking responsibility is a large part of what leadership is all about, such responsibility grows out of honest self assessment about our leadership abilities and potentials, as well as positive, focused action.  Taking responsibility for our own development as leaders is an excellent way to achieve our professional goals, realize our visions, and shape a preferred future for our profession.  Leaders also are responsible for developing other leaders.  Leadership in Nursing is about ensuring a well thought through plan where the future of the profession remains the key focus" (Grossman, 2009, p. 174).    

As future nurses and aspiring leaders we are in a position where we can choose where we want to practice and should choose an environment that facilitates leadership development.  "Environments that facilitate leadership development are OPEN, TRUSTING & DYNAMIC.  The environment that encourages, supports, and expects leadership development can be thought of as an empowering environment"(Grossman, 2009, p. 167).  Nurses are empowered when they are accountable, have a shared governance and having a sense of control over one's own life.  Most significant is that of knowledge!! (pg.167) 



Nurses empower themselves when: 
* They are knowledgeable and expert in their area of practice
* When they know the structure, dynamics and culture of the organization
* When they know how to use resources effectively
* When they know themselves (strengths, weakness, values, bias and motivations)

How committed are you in developing leadership and shaping the future of Nursing? 


Reference
Grossman, S. C., & Valiga, T. M. (2009). The new leadership challenge: creating the future of nursing, 3e.  Philadelphia: F.A. Davis Company.



"Vision is the art of seeing things invisible" - Jonathan Swift

VISION In Order to Lead one must have a Vision

"One of the most significant characteristics of a leader is to have a vision of a better world.  Having a vision, as well as being able to energize followers to join the effort of making that vision a reality, involves credibility, communication skills, and the ability to maintain momentum, and creativity" (Grossman, 2009, p.75).  "For those of us who get up everyday without thinking about why we do what we do, it may be time for a change; perhaps we need to revitalize ourselves" (p. 80)    


Let first understand what a Visions is by defining the term:  

  • Visions are dreams that are specific enough to provide guidance to people yet vague enough to encourage initiative and to remain relevant under a variety of conditions.  
  • A vision is the image of where the organization or group wants to be in the future.
  • A vision is the key strategy for success

How to gain practice in leading: 
a leader must be passionate, stimulate multiple senses simultaneously, 
appreciate the importance of having a commitment and passion for work, 
have personal mastery, a shared visioning, be a systems thinker, facilitate team learning.

Needed Leadership Skills: 
envisioning, coaching, knowing technology, association, collaboration, communication and mobilizing others.


A leaders greatest contribution is having a focus that mergers from their knowledge and experience, their emotional intelligence, as well as their passion.

Nurses in general think more dominantly with the left side of their brains which control critical thinking and reasoning however we should also develop our right brain skills so that we can be more intuitive and creative. "Creativity is necessary if nurses are to effectively manage the multitude of changes occurring in health care today and that are expected to continue well into future (Grossman, 2009, p.89).  As nurses we need to re-frame how we think about our work so that we are more creative, open to a variety of possibilities, and open to options that might lead to successful outcomes" (p.85 ). Below is a link that you can use to test your own creativeness.


Click here to open the 
"How creative are you" tool
to measure your creativity


Time Management Mind map Retrieved from
http://www.mindtools.com/media/Diagrams/mindmap.jpg
Suggesting for developing right brain skills
  • Mind Mapping: is a method of note taking effective in stimulating creativity (Grossman, 2009, p.87)
  • Opposite Brushing: Stimulate the right brain by brushing the teeth or hair with your non-dominant hand. Try writing or drawing with your non-dominant hand for awhile. The left brain controls right-handedness, while the right brain controls left-handedness. This will help the brain develop new connections or circuits that are activated by such an activity.
  • Enhancing Creativity: Place an object on the table in front of you. Follow the outside edges of the object with your eyes. Using a blank sheet of paper and a pencil, draw a continuous outline of the item without looking down at your paper or lifting your pencil. As you do this, notice a strong temptation to stop and examine the drawing. That is your left brain trying to make sense of a right-brained activity.
  • Right Brain Builders: vary your routine by dressing with your eyes closed, driving to work via a different route or moving your mouse to the "other" side of your computer's keyboard (Retrieved from http://www.livestrong.com/article/124412-exercises-build-right-side-brain/#ixzz2Lg5mVBKm)
 Another method for improving your right brain function:
    Step 1 Listen to a guided visualization or meditation program; you are more receptive to right-brain insights when you are relaxed. 
    Step 2 Sing or learn to play an instrument. Listen to a new type of music. Listening to or performing music helps to stimulate the auditory cortex of the right brain and leads to increased creativity
    Step 3 Take an art class. Even if you think you don't have any artistic ability, sketching or even tracing a picture can encourage your right brain to become more active. Hands-on, visually focused artistic activities such as sculpting or drawing promote right brain activity
    Step 4 Develop a creative hobby such as knitting, quilting, crocheting, sewing or another activity that absorbs all of your attention and focus. Finding a knitting pattern or coming up with your own idea inspires your imagination. Concentrating on making a beautiful end product encourages the creative, conceptual part of your right brain.
    Step 5 Practice writing or drawing using the non-dominant side of your body.  Your non-dominant hand generally governs the right hemisphere of your brain. Stimulating your right brain through writing or drawing with your "wrong" hand can help you get in touch with your creative, intuitive and emotional side. (Retrieved from http://www.livestrong.com/article/192141-how-to-improve-your-right-brain/#ixzz2LgETnQx0)


    "Possibility leaders are people who trigger a spark of possibility for others and stimulate change and reform.  It is important for nurses to think positively, speak in possibilities, and not give up " (Grossman, 2009, p.76)

    References

    Demand Media. (2013).  Exercises to Build the Right Side of the Brain.  Retrieved from http://www.livestrong.com/article/124412-exercises-build-right-side-brain/#ixzz2Lg5mVBKm


    Demand Media. (2013).  How to change your improve our right brain.  Retrieved from http://www.livestrong.com/article/192141-how-to-improve-your-right-brain/#ixzz2LgETnQx0


    Grossman, S. C., & Valiga, T. M. (2009). The new leadership challenge: creating the future of nursing, 3e.  Philadelphia: F.A. Davis Company.


    Friday, February 22, 2013

    "Always do what's in the best interest of the patient, and never do anything that violates common sense" - Marie Manthey


    Marie Manthey, MNA, FRCN, FAAN

    This week we attended our Minnesota School of Business/Globe University's Annual Nursing Forum.  The key speaker for this event was Marie Manthey who is truly an amazing person.  Marie helped create primary nursing, relationship based care, is the President of the company Creative Health Care Management and author of The Practice of Primary Nursing.  After getting the great pleasure of listening to Marie speak I decided that I had to dedicate a blog on her behave.  I thought she was just an absolutely amazing women and she inspired me to follow in her footsteps and strive to become a great nursing leader.


    Therapeutic Relationships - Cultivating personal awareness, professional knowledge...and practical and repeated skills.

    One of her stories this past week really stuck with me.  It was related to therapeutic presence/relationships and how they truly make a difference in the patient's experience.  Her story was about when she was in the hospital as a little girl and how the nurses presence made a lasting impression on her.  She talked about being scared and alone but what she really remembers from this experience was the nurse who colored in her coloring book.  The fact that the nurse colored in her coloring book was the moment that made being in the hospital a happy experience and this was her moment when the "calling" to be nurse was made.  This story was personal to me because I work as a nursing assistant at a children's hospital and sometimes, when we are so busy, it seems that we are all just focusing on completing the specific patient care tasks and we are forgetting to color in that little girl's or boy's coloring book.  I took this story to heart and am committed to focusing my energy around creating special therapeutic relationships with my patients in hopes that I can make that same impression on our children today.  
    I will remember to take the time to color in my patient coloring books!!!  

    Primary Nursing: A Short Story by Marie Manthey



    "Marie Manthey, one of the pioneers of Primary Nursing, founded the company now known as Creative Health Care Management in 1979 as a single-person health care consulting service. In 1982, the leadership development program that would become Leading an Empowered Organization (LEO).  From this highly successful consulting business grew other initiatives which continue to grow into additional successes for the company. A small newsletter designed to support the consulting work and to share experiences and knowledge from the field has grown into the quarterly Creative Nursing Journal. As clients requested additional support for the work of transforming nursing departments, video tapes and books were produced, and Creative Health Care Management has now published numerous books in multiple languages.  Creative Health Care Management is now an international company" (Creative Health Care Management, 2012, N.P.)


    More Resources
    Creative Health Care Management transforming cultures though relationship-based care.
    Free Webinar Keys to Implementation of Relationship-Based Care: Click HERE to Register
    The Practice of Primary Nursing
    Marie Manthey's Nursing Salons
    EBSCO Host Connection: Citations with the tag: MANTHEY, Marie
    Click Here to follow Marie on twitter


    References
    Creative Health Care Management. (2012). About us.   Retrieved from http://chcm.com/about-us/


    Thursday, February 21, 2013

    Spreading Kindness One at a Time

    Nurses Eating Their Young.

    This week in our Nursing Leadership class we are presenting our version of a "TEDtalks" or “MSBtalks” to our school's nursing forum.  As the target audience is nursing students and future nurses I decided to speak about horizontal violence or "nurse bullying".    

    "Bullying in the workplace is epidemic in health care settings. Nurses and other members of health care teams can face bullying and other disruptive behavior that can negatively affect communication and collaboration among health care professionals, interfere with the quality of care, and compromise patient safety" (American Nurses Association, 2012, N.D).

    I am a third year nursing student. As I end my college career here at MSB I find myself searching for that perfect place where I will work and I always envisioned myself working for children’s. However, Lately there has been a lot of tension and hostility between the staff on our unit because of short staffing and high patient volumes during this surge period.  Nurses and nursing assistants are all working extra long hours and everyone is beginning to become extremely short with each other, the idea of the team has some how been lost and I can only image that this same thing is happening everywhere.  I find myself worrying and nervous about when its my time to start orienting for my first nursing position will I be treated with this same almost snapping attitude where the learning environment is not nurturing.  We all know that it is not always going to be a perfect situation but how can we as future nurse overcome this and become prepared.  I say… 



    Let's Call a CODE and stop nurse bullying.  We've all heard about nurses eating they're young, but there's a solution to be found in the acronym C-O-D-E.  First let's talk about the problem.  Nursing bulling also called horizontal violence is a reality that nursing students and new nurses face through public criticism, lack of support, exclusion and pure rudeness. Leading to avoidance, transfers, and mistakes that threaten patient safety because the novice nurse is afraid to ask for help and doesn’t receive the help they need. Bullying damages individuals, organizations, and the nursing profession!  “Healthcare centers should be a safe haven for patients, not places where unprofessional behavior, such as intimidation lead to mistakes.  The joint commission mandated that health care organizations need to implement codes of conduct specifically addressing work bullying and requires educating staff regarding professional behavior and instituting “zero tolerance” for disruptive behavior.” (Thompson, 2012, N.P)

    “What would Florence Nightingale say if she saw how horribly nurses treat each other? Would she say, “”well that’s just the way it has always been?
    No. She would say that we need to do something about the way nurses treat each other and that our duty, our ethical responsibility, is to eradicate this bad behavior as Nightingale eradicated death from poor hygiene”.  (Thompson, 2012, N.P) Author Rene Thompson suggests that we should present with moral courage when faced with horizontal violence. Vicki Lachman, a coauthor article Doing the right thing: Pathways to moral courage, has presented the perfect solution:

    "Let's call a C-O-D-E by using moral courage.  Moral courage is the willingness to stand up for and act according to one’s ethical beliefs when moral principles are threatened, regardless of the perceived or actual
    Risks”.  The acronym: CODE was developed to help nurses to develop steps to demonstrate strength and self confidence.  

    C-O-D-E: An aid to demonstrating moral courage
    C: Courage
    The first step is to critically evaluate the situation to determine whether moral courage is needed to address it. Morally courageous people know how to use affective and objective information to determine whether a situation warrants further exploration.

    O: Obligation to honor
    When caught in a moral dilemma, you should self-impose a purposeful time-out for reflection to help determine what moral values and ethical principles are at risk or are being compromised.  Look at all the alternatives that present with each dilemma and ask your self, what’s the right thing to do?

    D: Danger management
    What do you need to do to manage your fear of being morally courageous? This step requires the use of cognitive approaches for emotional control and risk-aversion management. During this step, explore possible actions and consider adverse consequences associated with those actions. The cognitive re-framing method helps a person learn to stop negative thought processes that interfere with effective analysis of a situation.  Examples include positive talk and self-soothing techniques such as deep breathing,

    E: Expression
    Represents expression and action through assertiveness and negotiation skills. Knowing one’s obligations and demonstrating specific behaviors can enable you to move past your fear and serve as an effective patient advocate.
    To avoid the blocks to exercising moral courage, nurses need to develop moral courage through education and practice.” (Lachman, 2012, N.P)

    If you are feeling overwhelmed don’t worry, after practice, like many things in nursing, you will be able to demonstrate moral courage will confidence.  Imagine a world where bullying doesn’t exist. Where nurses go out of their way to support each other.  Where everyone works well together.  This is the ideal workplace for the nursing world.  Life’s most persistent and urgent question is what are you doing for others?-Martin Luther King Jr.  We can apply this question to the nursing field by asking ourselves, “what are we doing for our co-workers?” We should be treating our co-workers with the same compassion and empathy as our patients; with up most respect.

    All nurses should:
    Communicate respectfully, honestly and openly.
    • Hold self and each other accountable for unacceptable behavior.
    • Seek solutions as a team – investigate and analyze occurrences of abuse just like other medication errors.
    • Develop a mentoring system among peers, supervisors, physicians and other providers to build on strengths and enhance personal skills.
    • Change negative cultures –- establish a standard for collaboration and communication in their unit, develop strategies and skills and share their best practices. (AACN, 2004, pg.2)

    Finally, the Call of Action is for us, the future of nursing, is to develop relationships in which individuals hold themselves and others accountable to professional behavioral and practice standards.

    Free pod casts from ANA  


    "ANA Now Offers Free Pod casts on Bullying in the Workplace.  The ANA podcast series on bulling will help nurses recognize acts of bullying, identify the causes and consequences of bullying, and learn more about the expected actions and responsibilities of individual nurses, nurse managers, and health care organizations to prevent and respond to bullying in the workplace" (American Nurses Association, 2012, N.P.).

    Click HERE to view the four pod casts on nurse bullying from ANA. 

    Additional Resources
    Avoiding the Nursing Tit for Tat: The key to a supportive environment 

    References

    Thompson, R. (2012).  Do no harm applies to nurses too.  Pittsburgh, PA, InCredible Messages Press, LP.

    American Association of Colleges of Nursing. (2004).  Zero tolerance for abuse.  Retrieved from http://www.aacn.org/wd/practice/docs/publicpolicy/zero_tolerance_for_abuse.pdf

    American Nurses Association.  (2013).  NursingWorld: ANA Now Offers Free Podcasts on Bullying in the Workplace.  Retrieved from http://nursingworld.org/HomepageCategory/NursingInsider/ANA-Offers-Podcasts-on-Bullying.html

    Lachman, V.D., Murray, J.S., Iseminger, K., Ganske, K.M., ( 2012) Doing the right thing: Pathways to moral courage.  Retrieved from http://www.americannursetoday.com/article.aspx?id=9110&fid=9022

    Thursday, February 14, 2013

    Brings Happiness, Reward, Meaning and Gratitude

    Appreciation, Influence and Control (AIC)

    We, as a leadership class, attended a discussion lead by Professor Daniel J. Pesut at the University of Minnesota's School of Nursing Densford Center.  This discussion was aimed around the AIC model and reflecting on the future of nursing leadership through appreciation, influence and control.  "The complexity-informed process of appreciation, influence and control support ongoing personal and leadership development though understanding the dynamics of appreciation, influence and control in service of professional ideals, values and goals" (Pesut, D.J., Horton-Deutsch, S., Sherwood, G., 2012, p.284).  At this meeting, and after completing our own free introductory map form the AIC website,  we were encouraged to reflect on how our own personal results related to the our leadership style.  "The AIC process illustrates the importance of reflexivity and how human intuition and experience can be used to transform theory and practice" (298).  The idea that we need to influence transformation instead of change is a critical aspect in determining on how to be an influential leader.


    When leading we should spend a 1/3 of time Appreciating, a 1/3 of our time influencing and being influenced by others and 1/3 of our time in controlling decisions.  This will essentially have the most influential impact on others and ourselves. (Pesut, D.J., personal communication, 1/12/2013)   


    An Idea that left an impression on me from the meeting was Daniel's discussion on identity and how our identity is formed by others, ourselves, past experiences and where we want to be in the future.  There are four areas in which our identities are formed:
    A Prescribed Identity (you will)
    A Reflective Identity (experiences over time)
    A Remembered Identity (reputation).....
    A Creative Identity (destiny, calling)  

    The creative identify is essentially were we all vision ourselves to be.  This identity involves our passion, our purpose, our core values and our unique abilities.
    For me, my creative Identity, my true calling is NURSING.  


    Links to Find your Strengths.



    AIC Model: An appreciation of your purpose, your power and your leadership 





    Click HERE for you free introductory map

    Values in Action (VIA) Institute on Character 

    the VIA Institute on Character offers a strength assessment for adults and youth; this assessment helps you identify what is best in you.



    My Top Character Strength:  Perseverance; you work hard to finish what you start. No matter the project, you "get it out the door" in timely fashion. You do not get distracted when you work, and you take satisfaction in completing tasks.

    Click HERE to view your own Character strength.




    StrengthsInsights creates software to help people be engaged and successful in their professional life through a better understanding of themselves and others.  Listed below are my top three strengths:



    Self-regulation: Regulating what one feels and does; being disciplined; controlling one's appetites and emotions

    Teamwork: Working well as a member of a group or team; being loyal to the group; doing one's share

    Fairness: Treating all people the same according to notions of fairness and justice; not letting personal feelings bias decisions about others; giving everyone a fair chance



    I also thought this video was great for a visual effect!!
    I only included my top strength but the site includes videos for all possible strengths.



    Click HERE to get discover your own strengths insights.

    Additional Resources:





    References



    Pesut, D.J., Horton-Deutsch, S., Sherwood, G. (2012).  Reflective Practice: Transforming Education and Improving Outcomes. Creating the future of nursing (pp.283-299).  Indianapolis, IN : Sigma Theta Tau International

    "What Patients are Saying"...Excellent, Good, Average or Poor?

    Patient Satisfaction.

    This week I wanted to blog about patient satisfaction survey scores and Medicare reimbursment rates.  There has been alot talk around the topic of patient staisfaction scores and how to raise the scores to a level exceptable for Medicare.  Hospitals are taking extraordinary measures and reconstructuring staff in an attempt to increase patient satisfaction scores.  Honestly, I did not know that patient satification scores had any relation to reimbursment rates or the Obama care act.  I felt that it was important to better understand the details of this mandate.

    "Effective October 2012, the Centers for Medicare & Medicaid Services will withhold 1 percent of regular reimbursements based on performance, an estimated $850 million" (Cheung-Larivee, 2011, N.P.).

    "A recently instituted Obamacare pay-for-performance measure will tie hospital payments to consumer satisfaction by measuring responses to a questionnaire that surveys how well hospitals are serving their patients. Part of the reimbursement cuts for hospitals that take on Medicare patients — a rate cut of one percent this fiscal year, increasing to two percent by 2017 — will be redistributed to the high-performing hospitals that meet certain procedural benchmarks and score well on the questionnaire.  High-performing hospitals will be rewarded with a Medicare “bonus” while low-performing hospitals have to live with the reimbursement rate cut. Only hospitals that receive a grade of 9 or 10 (out of a 10-point scale) will count for Medicare credit" (Mukherjee, 2012, N.P.).
      
    Some are saying that the patient satisfaction surveys are going to unltimately punish hopsitals that cannot afford certain amenitites and for things that they cannot control.  Data points to an average result of sixty percent on the paitent satifiscation surveys even for top performing hospitals.
    A fewexample questions from the survey inclued:
    • Did the doctors and nurses communicate well?
    • Was pain well controlled?
    • Was the room clean and the hospital quiet at night?
    One recommendation from our textbook for increasing paitent satisfaction scores is to implement the following modle of delivery of care:
    "12 -bed hospitalsmodel of care is designed to improve communication and continuity through the developmmet of 12 to 16 bed units creating a feeling of a small hospital within a large one.  A RN functions as the patient care facilitator for each unit and assumes 24/7 accountability for individualized patient care.  The PCF is the primary point of contact for the interdisciplinary team, as well as the patient and family.  Patient satification is improved, lenght of stay is shortened, and patient safety measures have reduced the number of falls with injury and the number of pressure ulcers" (Huber, 2009, p.455).

    What do you think about the patient satisfaction mandate?  Do you have any concerns?


    More Resources..
    On Tying Medicare Reimbursement to Patient Satisfaction Surveys
    4 Strategies to Improve Patient Satisfaction — and Profitability


    References:
    Mukherjee, S.  (2012).  Hospitals Focus On Patient Satisfaction As Obamacare Measure Takes Effect.  Retreived from http://thinkprogress.org/health/2012/10/16/1019151/hospitals-patient-satisfaction-obamacare/?mobile=nc
    Cheung-Larivee, K. (2011). Hospitals with best patient satisfaction to draw in reimbursements.  Retreived from Hospitals with best patient satisfaction to draw in reimbursements - FierceHealthcare

    Thursday, February 7, 2013

    “Knowing a great deal is not the same as being smart; intelligence is not information alone but also judgment, the manner in which information is collected and used.” – Carl Sagan

    Critical Thinking

    "In acute care hospitals and other health care delivery settings, complexity, change and unpredictability in the environment have left nurses with the increased uncertainty and a perception that critical information for decision making has been lacking.  With the Magnet hospital and other quality initiatives, nurses are coming to expect that they will participate in shared decision making among themselves and other health care providers .  Therefore participation in concert with others in decision making within the health care organization requires that nurses have expertise in critical thinking and problem solving, an expertise that use skills and knowledge, as well as creativity and intuition.  Just a
    s intuition is part of expert clinical expertise, intuition plays an important role in developing managerial and leadership expertise" (Huber, 2009, p.93).





    Let first start with defining critical thinking in nursing:


    "an essential component of professional accountability and quality nursing care.  Critical thinkers in nursing exhibit these habits of the mind: confidence, contextual perspective, creativity, flexibility, inquisitiveness, intellectual integrity, intuition, open mindedness, perseverance, and reflection.  Critical thinkers in nursing practice the cognitive skills of analyzing, applying standards, discriminating, information seeking, logical reasoning, predicting and transforming knowledge" (Huber, 2009, p.94).

    How do we start to develop excellence in critical thinking?

    The nurse leader Should: 
    • Encourage questions 
    • Facilitate creative problem solving by having a "idea of the month" to promote innovation
    • Use critical pathways to foster proactive approaches to management of clinical problems
    • Use concept maps to develop critical thinking through the process of dialogue
    • Establish Simulations that promote clinical reasoning 


    To personally reflect on this concept, my nursing program has devoted a lot of time to understanding how important it is develop the skill of critical thinking in nursing.  With our patient population and the trend of "sicker and quicker" we as nurses need to be proactive with our clinical practice.  Our program is committed to developing this skill through the use of concept maps in clinical practice; having knowledge of critical pathways for critical care simulations; simulation scenarios built into almost every course; and encouraging us to approach our skills test outs with critical thinking skills instead of a robotic repetitive motion by providing scenarios where the focus is not on the actual skill itself but about taking care of a patient as whole.  This nursing program has encouraged me to have an open mind, to challenge the norm by asking questions, to accept alternative viewpoints, to reflect on present and past information and to anticipate what may happen.  

    Reference
    Huber, D. H. (2009).  Leadership and nursing care management. 4th edition.  Saunders, Elsevier Health Sciences. Maryland Heights, MO. 


    With adequate leadership, atten­tion, and resources, improvements can be made.

    Innovation and Future Models



    "Nursing care delivery methods had been, over time, changed and adapted to better fit external forces and the balance of the needs of the clients and of the needs of the employed organization. With these changes  came variations in in assignment systems, skill mix, and the role of the nurse.  Future trends point to greater integration and multidisciplinary team collaboration models for service delivery as heat care reform drives changes in the organizations within the heath care industry" (Huber, 2009, p.455).



    To Err Is Human: Building a Safer Health System, is a report on care delivery process' and structures that have become dysfunctional as the complexity of the healthcare system increases according to the Institute of Medicine.

    Click HERE to read the full article

    The article states the following strategies for improvement to achieve a better safety record, the report recommends a four-tiered approach:
    • Establishing a national focus to create leadership, research, tools, and protocols to enhance the knowledge base about safety.
    • Identifying and learning from errors by developing a nationwide public mandatory reporting system and by encouraging health care organizations and practitioners to develop and participate in voluntary reporting systems.
    •  Raising performance standards and expectations for improvements in safety through the actions of oversight organizations, professional groups, and group purchasers of health care.
    • Implementing safety systems in health care organizations to en- sure safe practices at the delivery level.

    Partners Heath Care in Boston collaborated with Health Workforce Solutions to identify innovation models of patient care delivery that met the following criteria for new models of care:
    • primarily adult patients served
    • nurses served as primary caregivers
    • acute hospitals were involved
    • technology, support systems, and new roles integrated
    • quality, efficiency, and financial outcomes were improved
    Researchers identified 10 models the meet the above stated criteria and all of them incorporated the following elements:
    • An empowered RN role
    • Heightened concentration on patient and family
    • Methods for smoothing patient transitions and hand offs across levels of care
    • Optimizing technology
    • Outcomes management through performance measurement
    Innovative Models of Patient Care Delivery

    "12 - bed Hospital"
    - Breaks a patient care unit into small, manageable segments of 12 or more beds, depending on physical layout of the patient care unit designed to improve communication and continuity through the development of creating a feeling of a small hospital with in a large one.  
    - A RN functions as the patient care facilitator for each unit and assumes 24/7 accountability for the individualized patient care.  Places a Patient Care Facilitator in the “lead” role  
    - The PCF is the primary point of contact for the interdisciplinary team, as well as the patient and the family.  
    - The PCF mentors and educates new staff members on the and is responsible for achieving performance measures identified through a dashboard of quality, financial, and efficiency indicators.

    Partnership Care Delivery Model
    - a multidisciplinary model of care that is patient and family centered, with all of the disciplines participating in collaborative practice.  
    - All partners are equally responsible for patient outcomes of care
    - Key components: daily multidisciplinary rounds, partnerships with patients and families, education and support, and a systems approach to care delivery.

    Transistional Care Model
    - Incorporate the role of advanced practice nurses to provide comprehensive care coordination and home follow up of high risk elders.
    - APN in collaboration with the physician and other members of the health care team coordinates care during the patients hospitalization (discharge planning and alignment of resources)
    - The APN provides comprehensive assessment of the patients health care status and development of plan of care in the acute care setting as well as follows the patient into the home setting to ensure 
    - Implementation outcomes: decreases in time to discharge, total hospital readmission, health care costs and increases patient satisfaction.

    Medical Home Model
    - Developed as a collaborative effort among several professional physician organizations to provide patient centered care that is focused on prevention, health promotion and coordinated care across the life span.
    - Refocuses care from the hospital to the primary care setting
    - Key Components: continuity and coordination of care across specialities, access to services, patient responsibility for decision making.

    What Model of Care would you recommend for improving patient outcomes?

    Reference
    Huber, D. H. (2009).  Leadership and nursing care management. 4th edition.  Saunders, Elsevier Health Sciences. Maryland Heights, MO.