Discuss the typology of teams in health care. Provide an analysis of each element.
- Function or purpose– teams are seen as building blocks of an organization because they perform the analyses weighing out the options to solve a problem and find what is most fitting. “Teamwork makes the dream work” when solving problems and accomplishing goals more efficiently than individuals not working together. It prevents from better ideas being missed or concepts being overlooked as someone else in the group will likely point it out. There is more potential for a more thorough analysis. Accountability, leadership, cohesion are needed to be a successful team.
- Decisional authority– decision-making component within teams. Teams generally have more authority to make ultimate decisions and have more influence. Those who do not have decision-making power know the expectations set forth for them, generally a supportive role. The role in this case must be distinguished in order for teams to understand their job at hand.
- Temporal nature– permanence of a team; how long a team is instated.
- Time and space– speaks to the overall setting of a meeting that best allows a team to do its work. The time, seating arrangements and space it happens is deliberate in order for everyone’s role to be carried out in the most productive way. However, technology provides a new dynamic for this as it gets rid of the need for physical presence, and creates the possibility of meeting more quickly than before. Any technical difficulties and time zone differences would be obstacles for this, but it requires a different way of communicating effectively.
- Diversity– allows for various perspectives when completing a project or goal, but these diverse views must also be managed in a guided way. There are different types of diversity such as age, gender, consumerism, professionalism, etc. that influence a team’s dynamic
- Accountabilities– the sense that people are accountable to each other in a team is crucial in providing the intrinsic motivation to complete the job and do it well.
- Membership fluidity and boundary permeability– Membership fluidity refers to how membership changes in a team over time as people’s participation comes and go. This can provide both fresh ideas but lack of unity as the relationship/ communication needs to continuously be worked on. However, boundary permeability elaborates by saying certain settings and job environments that inevitably change constantly and have high turnover can still perform at a high quality given that each individual is trained to standards to perform well in any environment such as EMTs and firefighters.
Using the model of team effectiveness, describe each element. P.134
Team Characteristics– (team size – affects performance; composition & diversity varies).
- Diversity in perspectives can affect how team members interact but diversity in skills and knowledge can allow for more success within team. Amending tensions that occur with status differences is crucial to ensure team cohesiveness. This goes hand in hand with psychological safety as it further boosts team morale if they feel safe and concerns can be addressed. Lastly, whatever norms or status quo are set forth by a team sets the precedent for the performance that a new member carries out.
Environmental context– external factors can affect the overall work that is done.
- Intergroup relationships whether good or bad can affect this. Additionally the culture that exists within the organization should best be positive to sustain company morale and allow for employees to feel satisfied in their work environment; incentives can introduce a motivational aspect as well.
Team processes– How teams work: leadership (ability of team members to influence others based on position or personality—formal or informal), communication (internal and external should provide the most conducive way to represent and carry out tasks), decision making (all members and groups participate in decision making to a certain extent, which requires the optimal level of understanding in the weight this may carry).
Team effectiveness-how well a team works together and completes tasks through the cohesiveness they foster
What is context? What is environmental context and describe it in health care? P.142
Environmental context includes external factors than can affect the overall effectiveness of a group. In healthcare, if a board member or CEO does not seem to value members’ perspectives, feedback, or concerns then they will become less and less invested in genuinely giving it their all. For instance, if very high expectations are put in place without consulting them first, they will experience burn out and feel disvalued even if the members themselves can support each other well. It is the outside power that influences their overall work experience.
What is a context analysis? Using the context analysis model, provide an example in health care.
A tool used to assess underlying factors of a system, and any key details that are worth taking into account. I can see assistant program managers be tasked with surveying and following how a new check-in system is working in a hospital and if there are less errors than before. They would also survey patients who have no knowledge of the project to see if there is more satisfaction on their end. This would then be reported to the Program manager above him or her.
What is the Nominal Group Technique? What is the Delphi Technique? Provide examples of both. P.149
Nominal Group Technique– structured brainstorming that helps team members come to a consensus on priorities, issues, things to focus on. The key is to allow consensus and prevent those who tend to feel ignored from not having a voice.
Example: in a male-dominated work setting a woman may feel intimidated or unable to voice her opinion. Therefore NGT allows everyone to have a say in the ultimate decisions that are made through this structure.
Delphi Technique– a way of pinpointing where members stand on certain views/ opinions. The goal is still consensus. This method helps everyone be on the same page. A survey is taken anonymously where members answer honestly and the results are reviewed to determine the true, honest stance of the team as a whole. Allows for concerns to be brought up as well.
Example: A setting with a team that interacts more remotely can use this to find out where everyone is on a project and its components. There can also be pointing out of areas where something/ someone/ department is lacking.
What are the stages of team development? P.150
- Forming– initial stage in which members get familiar with each other and expectations.
- Storming– Disagreement can occur once members have the familiarity and comfort of working together. There can be conflict and tension. Team building may be necessary and increased positive culture would help keep the unity and cohesiveness.
- Norming– Team works better together as they adjust to their dynamic
- Performing-Agreement, role distinctions, find ways to continue to improve, continued motivation within the group
- Adjourning– The end in a way; accomplishing a project or deciding on outcome (whether good or bad)
Answer the questions on p.154 (Question 1-3)
Chapter 5: CASE: Using Teams to Achieve Millennium Development Goals
Questions:
1. One feature of the teams in this case is frequent turnover among team members. How might turnover among team members affect team performance? What approaches can team leaders take to minimize potential negative impacts of turnover and gain advantages, if any?
Turnover can have a negative impact on this particular team’s performance because the case notes that frontline individuals understand the difficulties women face, and turnover can diminish or provide a disconnect in this understanding as a new member would have to catch up to the women’s needs if he or she is not acquainted or familiar. This can slow down the cohesiveness and decision-making process of moving forward with the next stages of the project. Team leaders can ensure that everything is documented as analyses are concluded by every member especially if there is frequent turnover. This would allow the information to be included in a training for a new member coming in, and be able to understand where everyone is. This would also provide a record and documentation that can be revisited of any setbacks that have occurred in order to prevent new or repeated setbacks as well.
2. Consumers or patients are sometimes involved in quality improvement teams, but in this role, they may feel that their voices are unimportant, or that their participation is symbolic rather than substantive. Do you think that consumers should be involved in the improvement teams in this case? Why or why not? If consumers are involved, how can team leaders and members most effectively utilize their knowledge and insights?
I do feel that consumers should be involved in the improvement as their feedback is realistic, real life feedback that cannot be ignored. The goal and mission of the project is to benefit them in the long run and the reality is they themselves are who will continue to experience its effects and outcomes. I feel leaders can utilize their knowledge by providing surveys and interviews that allow them to document trends, which can assist in guidance on the things to prioritize within this project.
3. Even when team improvement efforts achieve change, the sustainability of change remains a pervasive challenge. In fact, sustainability of the teams themselves may be problematic. What are the particular obstacles to sustaining the improvements achieved by teams in this case? Similarly, what factors might lead to the dissolution of the improvement teams over time? As a team leader, what strategies might be used to sustain change and to uphold the vitality of the team over time?
I feel that funding of the project allowing it to be sustainable is an obstacle that may be faced. Whatever tools and approvals are being implemented to allow the project to continue may have limited dates or a limited time frame that causes the project execution to run out or expire. Since more than 1,000 teams will have participated, teams could have a temporary participation, or lack of investment in this project over time which can cause its dissolution. If too many resources are being expended and leadership no longer approves is another reason for team dissolution at the organizational level. As a team leader, I would provide statistics of the improvements that have occurred after some time to help the members see the impact the project provides on a large scale and small scale (the individuals). I would also make the purpose emotive as the idea is to save children’s lives. I would allow members to continue to give feedback on further improvements to maintain investment.
What is the gist and database? How can you apply it? (video)
The gist is understanding the essence and “cutting to the chase.” Database is the wide, expansive information that one has. I feel that to keep someone’s attention when trying to present something, the gist is important, and database can be revisited when more details are needed when the person’s attention is kept. When communicating attention span is something I should take into account because I go off into tangents!
What did you learn from watching The Strategic Leader in a VUCA World?
What works, what doesn’t work is only the beginning, but a strategic thinker also scans the horizon further (looks, observes carefully). He or she can find anomalies that can allow the team to make a breakthrough in the direction or progress of a project.
What is the difference between a Soldier and Scout Mindset? (video and article)
A solider tends to subconsciously be influenced by emotion such as the side he or she favors. In contrast, a scout mindset involves more objective, realistic observations even if the outcome is not a desired one.
What did you learn from watching and reading Why you think you’re right, even when you’re wrong?
I learned that our decisions may not always be right given that the soldier mindset represents the “motivated reasoning” which introduces the potential for us as imperfect humans to extrapolate or stretch our reasoning. I appreciated the change in perspective that in order to make the scout mindset more possible is to change how we feel when we are proved wrong or when we are faced with an unpleasant outcome.
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