RHSC FINAL EXAM

Group practices: describe dissonance

negative emotional contagion

Affirming interactions acknowledge the members' ability to move the group in a _________________ direction.

positive

how are affirmative cultures created and sustained

positive dialogues, engage all participants, model and value collaboration, "walk the talk"

True or False? A successful negotiator understands that questions tend to generate answers while statements tend to generate resistance

true

altruism

unselfishness, belief in or practice of selfless concern for the well-being of others

The strength of a team that has a leader described as a catalyst (Zolno and Skillman) lies in its ability to

Empower others to act rather than exert power of others' actions -servant leader

Zolno and Skillman describe leadership as a multifaceted action. Describe and be able to match each Attitude, Role and Skill described by Zolno and Skillman

Generative- learner - comfortable with not knowing, openness to new learning, ability to solicit feedback, learn from experience, apply knowledge to new situations Affirmative - coach - focus on strengths, successes, positive intentions, and potential of others; broaden perspective of others in order to form new behavior choices Collaborative - partner - create inclusive atmosphere where all ideas are welcomed and valued Catalytic - catalyst - leverage diversity of thought, encourage exploration outside box, challenge status quo Harmonizing - ecologist - ability to understand and capitalize on interactive and interdependent nature of social systems

1. What is the overall purpose of the sympathetic nervous system and the parasympathetic nervous system?

SNS - boys ability to react quickly and effectively to physical/emotional provocations PNS - recovery from excitement and keeping body on even keel restoration

Which of the following best describes a professional acting from deep-level diversity? . A physical therapist demonstrates primary interest in the health, safety and well-being of an individual patient in recommending an ambulation assistive device b. An administrator defers decision-making to the physician group to ensure the viability of the hospital system c. A nurse recommends that the patient wait until they return home before they take a shower d. A pharmacist defers the development of a medication schedule to a patient's family member

a. physical therapist demonstrates primary interest in the health, safety and well-being of an individual patient in recommending an ambulation assistive device

empathy

ability to understand and share the feelings of others

What are the Interpersonal practices discussed in chapter 9?

avoidance of shorthand interpretations, reframing, affirmative language

Utilize appreciative forms of inquiry where the focus is placed on how the team can make best practice the norm is an example of which task

cognitive

Which of the following clinical skills can help health professionals in their interactions with co-workers, subordinates and superiors

d. all answers

Describe a psychologically safe work environment

environment that is characterized by relationship building behaviors that facilitate interpersonal trust, respect and active engagement of all members

Focusing on team ____________ is an effective strategy for channeling diverse perspectives

goals

According to the text, compassion and empathy for others are often the motivation for pursuing a healthcare career but ______________ lies at the very core of every health profession

hope

True or False? Leading an interprofessional team may be challenging because with specialized training comes greater difficulty communicating with others who are not similarly trained

idk id say true

resonance

positive emotional contagion

1. Self-awareness is a prerequisite for ____________________.

self-management

1. Self-awareness can be facilitated through __________________, ____________________, and ___________________.

self-management tools, soliciting and utilizing feedback, demonstrating commitment to lifelong learning

What are the six broad diversity categories

social identity, knowledge and skills, values and beliefs, personality, organizational and community, social network

What are shorthand observations? Often shorthand observations are _________________ and may not describe the individual's current perspective.

stereotypical

artifacts

things you can easily see on the surface. How people behave is an artifact of culture - artifacts can be easy to observe but sometimes difficult to understand (furniture, office layout, dress norms, food etc.

The hallmark of traditional health professional education is ______________ and how does that affect interprofessional team

training - places premium knowledge and leaves little room for understanding perspectives of other disciplines

2. How is organizational culture defined and that it can be simply stated as

underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization

The World Café Approach is an inclusive approach that allows people of diverse perspectives to develop creative solutions to complex problem by (self-organized, emergent action slide)?

•Create a living network of collaborative dialogue •Help to see the world in multiple ways •Facilitate cognitive flexibility and creative problem solving

Describe open space technology

•Open, self-organized, and participant-driven meeting design •Open space is appropriate in any situation that is marked by urgent, conflict-prone, complex issues that need to be addressed by many perspectives •The responsibility for the learning and outcomes of the meeting rests with each individual participant

basic assumptions

•Shared basic assumptions are the bedrock of organizational culture. Basic assumptions are the essence of culture and the plumb line that espoused values and artifacts square themselves against - unconscious motivation or beliefs that underlie core behaviors of a group. Shifting from a hierarchical centered culture to a more relationship and patient centered, collaborative orientation is one of the challenges for healthcare systems

Leaders facilitate the team's capacity to adapt by

•actively soliciting professional perspectives from all team members •Creating opportunities for frequent, productive dialogue between team members facilitates the development of a common sense of purpose •Common sense of purpose enables team members to leverage their own unique professional and personal contributions

What is the purpose of feedback?

•appreciation, coaching or evaluation

1. What is the key to sustainable social systems?

•consistent attention to the building of social capital - those features that facilitate hope, vitality, self-efficacy, and relational coordination.

How would you define cognitive organization or "chunking" of data?

•expand our knowledge base, plan actions, predict outcomes, and learn from our experiences

1. What is the World Café Approach and what is its' purpose?

•form of nominal group process or structured brainstorming designed to facilitate the production of knowledge and action -•foster collaboration, group engagement, idea generation and decision making

Members of high performing teams perceive their work environment as having

•high levels of flexibility, responsibility, standards, rewards, clarity and team commitment.

Why is engaging in self reflection a very useful strategy during times of change?

•individual can use to enable them to thrive during times of change

How might the team leader develop a collaborative culture

•modeling collaborative behaviors and actively coaches team members by learning to listen, learning to ask powerful questions and creating a save environment based on trust and confidentiality.

How would you describe affirmative language and what are some examples of affirmative language?

•naming the behavior or issue that is of concern, acknowledging the negative feelings that it might engender and redirecting those feelings toward a positive action -

Why do first impressions die hard?

•research links emotions to in-the-moment behavior as well as to longer-term attitudes and judgments

1. Generative practices facilitate?

•self-awareness, self-management, communication, collaboration, role clarification and reflection, which are essential interprofessional competencies.

1. What are generative practices?

•techniques, methods, and support systems that foster generative learning and empower individuals to act as agents of positive change at all levels of complex systems

Describe the difference between "staying in role" and "staying in person"?

•the ability to stay calm and focused on the goals of the patient, group, or organization rather than on personal needs and emotions is essential. •is an emotional, reactive state whereas staying in role allows for mindful attention to the task at hand

Describe reframing and give some reframing examples?

•the strategic use of language to highlight the current situation from a new perspective with the intention of broadening the repertoire of behavioral choices

Define Surface-Level or demographic diversity and give example

- attributes that are physical, not easily changeable and almost immediately observable (age, race/ethnicity, gender - Gender, race, perceived age, profession, physical appearance

self-awareness

- conscious knowledge of one's own character, feelings, motives and desires

inspiration

- leader models behaviors and provides opportunities for positive change and growth by 360 degree feedback in performance reviews and aligning job assignments with strengths and interest

What are some examples of self-assessment tools described in chapter 9 and self-assessment provides a direction for ongoing __________________?

-Myers-Briggs Type Indicator, Kolb Learning Styles, Felder Soloman Index of Learning Styles, etc. -personal and professional development

How is the Kolb model of adult learning used as a guide for Goldsmith's "feedforward" process?

-Reflect on reactions to the content and delivery of the feedback -Identify a plan to address main issues -Implement the plan -Reflect on the outcome

Define Deep-Level or psychological diversity and give example

-defined as personality, values and attitude differences among team member -Knowledge, task related preferences, value

Define Mid-Level diversity and give example

-demographic diversity is present but not immediately apparent - mid-level maybe a more accurate classification -ethnicity, religion or sexual orientation

Describe Marshal Goldsmith's feedback process he calls "feedforward

-focuses on the future since the past cannot be changed -Identify areas that need improvement - ask colleagues for suggestions on how to improve in these areas - write the suggestions down - work on a plan (feedback is taken with gratitude)

outcomes of positive dialogue

-increases self efficacy -increased perceived range of choices -increased possibilities for action -increased creativity and productivity

table 8.1

-problem solving - can we get together to design tool to evaluate effectiveness of caregiver training program -request for info -seeking experience -reusing assets -coordination and synergy -documentation projects -visits -mapping knowledge and identifying gaps

1. Culture can be defined using three levels (Schein) - describe each of the three levels and give examples of each level

1. Artifacts 2. espoused values 3. basic assumptions

The leader focuses on how the team can make best practice the norm rather than how the team can avoid mistake

cognitive

Answer the four questions as discussed in class

-

Team Activity 5 (end of chapter 7): Video - Managing Conflict - What is the TKI model/instrument? - What are the 4 tips? - What are the five conflict resolution styles? - Conflict most often results from what three causes?

-

considering the Leader as Coach (Zolno and Skillman), what are some ways the designated leader of the team can actively and effectivey coach team members?

- Learning to listen - Learning to ask powerful questions - Creating a safe environment based on trust and confidentiality

inclusion

- the leader creates a psychologically safe environment where all voices are welcomed and heard

inquiry

- the leader facilitates on ongoing dialogue regarding best practices and opportunities for positive grow

illumination

- the leader utilizes appreciative practices, which highlight exemplary performance such as success stories shared at the opening of each team meeting

describe skills and strategies to manage conflict

-Establish collectively accepted, objective measure of excellence - once objective criteria are in place, the team can focus on key behaviors that contribute to excellent performance -Develop alternative solutions that are consistent with the perspective of the "other side" -Assume role of problem solver rather than adversary -Ask for feedback and advice - asking questions tend to generate answers while statements tend to generate resistance

Describe deep listening

-Refocusing our attention on the orientation of others -Asking questions rather than making statement -Transform disciplinary boundaries from spaces of conflict to spaces of new learning

Describe positive capability

-Skill development in areas such as clinical expertise and clinical decision making -Health professions education places a premium on knowing highly specialized information

Describe negative capability

-ability to approach complex or ambiguous situations free of preconceived notions -Comfort with "not knowing" and the capability that predisposes one to be open to new ideas, or seeing things with new eyes is termed "negative capability -Strength of team lies in its ability to leverage the skills of multiple disciplines toward the common goal of client-centered care

1. As new information is processed, __________________ memories are intertwined with __________________ experience. This process gives rise to the development of _____________________ and ____________________ that maybe ______________, _______________, and __________________ but may also be _________________, _______________ and ______________________.

-emotional, lived -habits of thoughts, behavior -accurate, positive, effective -inaccurate, negative, maladaptive

Give an example of each of the six broad diversity categories (Mannix and Neale

-social identity - gender, ethnicity, religion, sexual orientation -knowledge and skills - educational background -values and beliefs - cultural background (family of origin, generation) -personality - cognitive styles, temperament -organizational and community - status-like placement In hierarchy -social network - friends and work-related associates, family members

What are the three distinguishing features of a community of practice

1. shared interest - domain 2. engagement in information sharing activities - community 3. development of shared resources such as experience, stories, and strategies for problem solving that facilitates learning of all participants - practice

There are eight essential principlesof appreciative inquiry be able to match each of the principles with its definition and/or purpose:

1.The constructionist principle - centrality of communication 2.The simultaneity principle - change begins at the moment of inquiry 3.The poetic principle - metaphors and narratives influence outcome 4.The anticipatory principle - positive and hopeful images for the future 5.The positive principle - affirmative questions elicit positive affects 6.The wholeness principle - engage all stakeholders 7.The enactment principle - positive change occurs when the process used to create the change is a living model of the ideal future 8.The free-choice principle - performance improves when individuals are free to work in a manner consistent with their talents and values

espoused values

2. Espoused values - stated goals, philosophies and values of an organization or group. Vision, mission, values and norms statements published on webpages, posters or team charters are examples of espoused values. Espoused values contribute to the development of normal standards of the organization for how it conducts business now and in the future.

according to the presentation by rehab manager, a patient would be classified as a household ambulatory if they could ambulate

50 feet

What are some strategies to mitigate unconscious bias

accept the presence of bias name the bias create team norms facilitate collaboration and shared decision making use decision-making and planning tools

Coaching can be defined as

building of deep relationships in order to equip people with the knowledge, skills and attitudes that will help them achieve their potential

A physician demonstrates primary interest in the health and well-being of an individual patient. This statement best describes the doctor acting from a deep-level or surface-level of diversity

deep-level

affirmative leadership begins with

development of personal self worth, hope and capability and radiates out to impact other individuals, groups, organizations, local and global communities

Andragogy assumes the most meaningful learning experiences for adults are

experiential, self-directed, and personally relevant

True or False? It is well established that deep-level diversity characteristics often form the basis for stereotypes

false

respect

feeling of admiration for someone or something elicited by their abilities, qualities or achievements

Are perceptions and reactions outside of our conscious control explicit or implicit bias?

implicit bias

1. Social capital is built at which level(s)?

individual, interpersonal, group, organization

Sustaining a positive team culture requires: deliberate, conscious and strategic use of ___________________ communication, _____________ emotional climate and encouragement of personal _______________.

interpersonal, positive, renewal

One of the manifestations of our mental and behavioral habits is the tendency to interpret the behavior of others through the ________________________.

lens of our own habits of thought or personal bias

Considering the Leader as Ecologist (Zolno and Skillman), bridging gaps between disciplines is a key role healthcare leaders can play for their organization. By _______________ actively and asking _________________ rather than making statements (Garman

listen, questions

self-efficacy

one's belief in one's ability to succeed in specific situations or accomplish a task. One's sense of self-efficacy can play a major role in how one approaches goals, tasks and challenges

An interprofessional healthcare team is a community of practice that is sustained by

ongoing productive dialogue and continuous learning

True or false? In managing conflict on an interprofessional team, a good negotiator assumes the role of ____________ solver, and is patient, ___________ and creative

problem, flexible

2. The leader establishes standards for information exchange, and conflict management to ensure constructive and productive decision making

procedural

Design meeting, facilitate productive decision making and encourage conflict resolution is an example of which task

procedural

Describe unconscious bias

refers to perceptions and reactions outside of our conscious control

4. The video "Communities of Practice" provided 7 key points on how to start a COP - describe these 7 key points

reflect, discuss, expand, develop, create, revisit, remind

At the heart of highly functional healthcare teams lies mutual ___________, commitment to team _______________ and making optimum functioning the _______________

respect, goals, norm

What are some of the factors that influence one's world view?

social, psychological and economic factors and professional or disciplinary culture - additional biases may result from these factors

What are some strategies a leader may use to create a climate of psychological safety and facilitate collaborative healthcare practice

soliciting input from all stakeholders in the healthcare process, recognizing successful practices, and consistently facilitating positive communication

Establish strong social networks to neutralize power and disciplinary differentials and engage team members is an example of which task

structual

The leader facilitates the development of strong social networks within the team and with stakeholders outside the team

structural

Function of the organization, professional background of team members and status of the organization are considered to be what level of diversity

surface level

True or False? Are patient satisfaction surveys, documented decrease in the cost of providing services and documentation that patient care goals were achieved considered objective measures of excellent performance and quality patient care

true

True or False? If given time to gain more information about each other and to work on group processes, more diverse teams are better at identifying problems and generating solution

true

True or False? Leaders who are comfortable with the tension inherent in not knowing encourage all members of their teams to approach solving complex problems by: questioning the status quo, think "out of the box", seek new ways to solve problems

true

True or False? Staff development initiatives should include training for leaders and members of interprofessional healthcare teams to be inclusive and to foster psychological safety

true

True or False? Teams that are homogeneous at both the surface and deep levels perform better in the early stages of team development

true

True or False? To manage conflict, proactive leaders negotiate with their constituencies in order to establish a set of agreed-upon objective criteria that represents a commonly held view of excellence

true

True or False? In order for teams to develop a common sense of purpose and strategically level their unique personal and professional contributions, an organization needs to provide opportunities for team members to meet and dialogue frequently?

true id say

Wheatley: what are the five stages, and what are the core behaviors/attitudes required for each stage?

•Cooling/Quieting - each member of the team has an opportunity to share his or her perspective and understand how others perceive the problem - sit in a circle •Enriching - sit in a square so the sides or differences are amplified - each side provides detailed rationale for its perspective •Magnetizing - sit in a half-circle - trust and broadened perspective, collective acceptance that there is not one best way •Destroying - sit in a triangle - willingness to let go of things that are no longer efficient or effective •Acting- sit in a circle - team has developed deep listening and the ability to benefit from collective wisdom

1. Describe the sacrifice syndrome, why health professionals are more likely to exhibit this syndrome and what is the result? What is the antidote to the sacrifice syndrome?

•Health professionals may be more likely to suffer from the burnout and compassion fatigue that is associated with taking care of others and not taking care of themselves •The result is a sacrifice syndrome which is described as a downward spiral of personal distress -personal renewal - •This sense of well-being allows one to feel less anxious, more optimistic, open to new learning, relationship building, physical and emotional renewal

1. What are the individual practices discussed in chapter 9?

•Myers-Briggs Type Indicator, Kolb Learning Styles, Felder Soloman Index of Learning Styles, etc.

Hallmarks of high performing collaborative teams are?

•New ideas are welcomed -expertise is trusted -accontabaility and excellence are the norm -expectations are clear -commonality of purpose -commitment to team

What questions might a healthcare team address in an attempt to define its' unique, interprofessional culture

•What topics generate the most energy? •What issues do people talk about most? •What stories do they tell over and over? •Is it possible to develop a sense of shared purpose without denying our diversity? •Are there ways the we develop a shared sense of what is significant without forcing people to accept someone else's viewpoint?

Describe the four basic principles and one lawthat govern open space technology:

•Whoever comes are the right people. •Whatever happens is the only thing that could have happened. •Whenever it starts is the right time. •When it's over, it's over. •The Law of Two Feet.

Why is obtaining feedback important?

•alerts us to how we might leverage our strengths and bring about positive change •Solicitation of feedback for others demonstrates and investment in personal growth