Fun, Engaging Team Building Programs
The Opportunity: The Program Director was looking for a professional development opportunity for their staff. The center leadership had noticed that different personalities tended to collide at times, especially in conversations around teaching methods.
Our Method: We designed an interactive full-day professional development session for the program. We started the day by exploring the staff’s True Colors personality. Inspired by the learning experiences the staff generally create for the little ones in their care, we invited the staff to color and engage in imaginative play to help them understand each other’s strengths, needs and blind spots. We then transitioned to small and large group discussions on conflict management and communication styles and wrapped up the day by talking about what it means to be a team.
Our Impact: The full-day session gave staff the forum to talk about “relevant issues” and “figure out ways to deal with them.” They agreed to extend the learning beyond the session by holding future discussions on their personality types at staff meetings. The team also created team norms that they would revisit and revise regularly.
Delivering Effective and Actionable Feedback
The Opportunity: The Oncology unit in an independent health system wanted to prevent patients from acquiring pressure ulcers during their stay. The nursing leadership decided that proper documentation was pivotal to prevention and observed that floor nurses did not always fill out all the required documentation correctly or completely.
Our Method: The Oncology unit decided to pilot a peer coaching program where a small group of Oncology staff nurses received additional clinical training on pressure ulcer documentation. These nurses, or peer coaches, reviewed patient charts and provided feedback to other nurses. We used nursing input to design and implement a 3-hour session on delivering effective feedback for the peer coaches. We facilitated monthly debriefing sessions to provide the peer coaches with additional support and reinforce learning.
Our Impact: The Oncology Unit saw a decrease in the number of hospital-acquired pressure ulcers. Additionally, the peer coaches reported increased confidence in their ability to give feedback, including “negative” feedback. We helped the unit create a culture of feedback where feedback was no longer feared or avoided.
Communicating Effectively in Times of Conflict
The Opportunity: The Program Director was looking for “teambuilding exercises” for residents in the Internal Medicine residency program. She expressed concerns about the residents’ ability to communicate effectively with one another – particularly in times of stress.
Our Method: We met with program leadership and the chief residents to assess the needs of the program. We designed and delivered sessions for all residents on personality and communication styles as part of their Orientation. We made sure there was movement and opportunities for collaboration in our sessions so that the residents interacted with each other – including those they would not normally interact with during the day.
Our Impact: The residents learned a framework for better understanding themselves and their peers, which they use to this day during their meetings. We provide annual teambuilding support to the program to continue to enhance their learning and to respond to changing department needs.