The next step would be to determine how many patient and family advisors are needed. In deciding this, we would take into consideration hospital and community size. Recruitment methods would be discussed. Possible avenues would be advertisements in the local paper, radiospots, flyers in the hospital and/or doctors' offices, and emailing physicians for possible participant suggestions. The group would discuss what should be the criteria for those who will be chosen to participate on the council? Discussion to be had regarding what patient advisory council meetings would consist of. For example, how often the council would meet, how long the meetings will be, the agenda topics, and the timeline for accomplishing the stated goals. Communication to OrganizationThe team will communicate the identified strategy and intended outcomes to the organization by presenting the implantation plan of action at the monthly leadership meeting. The care
ORGANIZATIONAL LEADERSHIP 14experience leader will present a slideshow detailing the plan. The presenter would share the evidence to support the need for a Patient Advisory Council, how the council with be formed, how often the group will meet, and the intended group goals. Status updates will be shared at the monthly leadership meetings. Department managers will be asked to disperse this information to their staff by means of huddles, newsletters, and department email.Tools for the TeamA specific tool that could be used to develop the team's self-assessment skills is the Keirsey Temperament Sorter. This tool allows the individual to assess their own personality and identify their values, strengths and weaknesses within the team. The individual is able view the other personality traits and identify those that they are noted to work well alongside and those they may not due to their differing personalities. The individual can use this information to develop a plan to make best use of the personality similarities within each personality to accomplished the team goal.When these assessments are evaluated by the team's leadership, this tool is used to determine how best to use each team member according to their identified strengths. The assessment is alsoused to evaluate the groups compatibility as a whole and areas of potential conflict.An additional tool that could be used to develop the team's self-assessment skills and overall team assessment is the Team Effectiveness Questionnaire developed by the University of Colorado. This is a self-assessment tool that examines team effectiveness by addressing the following 8 specific domains: 1) purpose and goals, 2) Team roles, 3) Team processes, 4) Team relationships, 5) Intergroup relations, 6) Problem solving, 7) Passion and commitment, and 8) Skills and learning. The questionnaire consists of 56 questions pertaining to the above domains.
- Fall '17
- Health care provider, Patient Advisory Council