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Work based learning Journey, Seven pillars of Clinical Governance - Coggle…
Work based learning Journey
Academic Development - starting my professional portfolio
Learning Contract
Action Learning Sets
Peer support
Supervision Sessions
Tools
Mind Map
Coggle
SWOT
Reflection frameworks
Schon: In and On Action
Gibbs: 6 stages (?List them)
Preferred model - easy to use and adapt to different situations
Borton: What?, So What? and Now What?
Kolb: Experimental Learning
Reflection needs to have a purpose, for example: could be chance to think and identify what happened and what can be dome to share good practice
Without purpose understood by person undertaking Reflection becomes a task with minimum or no benefit to the individual or ability to learn and share (My thoughts - need ref)
NMC Revalidation
Critical Analysis Frameworks
Johari Window
Skills
Essay Writing
Critical
Referencing
Support School for academic success
Literature Searching
Library Support
iFind
Critically reviewing literature
Understanding what makes a good piece of research
Bias
Numbers involved
Date of publication
Geography - similar or different to the UK and why - what does this mean?
Overcoming imposter syndrome
Policy and Governance
Stakeholder engagement
Processes
Identifying the correct key people/stakeholders is essential
Vested interest and motivated (need ref)
Ability to co-produce
Shared vision
Establishing ownership (REF XXX)
Governance
NSA role
Visible leader
NSA is legislation, different pressure
Legal requirement to engage in process (ref XXXX)
Risk Management
Significantly increased knowledge and awareness of the need to know your risks
Developed clear governance structures
Meetings - Terms of Reference
Regularly reporting into Stakeholder groups
This has allowed for learning of when and how to escalate and de-escalate risks effectively
I feel that I have developed credibility within my role in relation to risk
Competently identifying risks, scoring appropriately, recording and sharing
I am listened to, as my peers and managers know I understand the process and only raise concerns, risks or issues when required.
Supported by peer and managers to manage the risk further
I have been able to educate my team on risk management and appropriate escalation
Increased my sphere of support, networking
Ability to objectively discuss salient risks with relevant forums, including National, Health Board and Programme Boards and across professional groups
Role of Clinical Safety Officer
Key role in ensuring all new digital systems and developments of current systems are safe, fit of purpose, user centric
Clinical Audits
WNCR Audits
Quality Assurance Visits
Types of Documents
Act / legislation
Strategy
Protocol (Hollman et al., 2020)
Procedure
Standard Operating Procedure (Hollman et al., 2020)
Local / National Safety Standard for Invasive Procedures (LocSSIP/NatSSIP)
Framework
Guideline
Policy (Colebatch, 2009)
Chair of Nursing and Midwifery Documentation group
Feeds into Nurse and Midwifery Digital group
Able to develop clear process of governance, drawing on knowledge gained in Policy Module
Providing assurance to Nurse and Midwifery Group and Quality and Safety Group
All new and revised nurse documentation is presented to this group to ensure transparent governance
Consistency
Peer Review
Collaboration
Avoidance of duplication
Robust evidence based scrutiny
Increased engagement and ownership by service groups
Led on the review of Supplementary Booklet and Enhanced Observation Booklet
Change Advisory Board for digital documentation
Supports discussions regarding potential changes to WNCR, once agreed by group
Undertake further exploratory work to fully understand issue
Once evidence gathered, I escalate to All Wales WNCR Clinical Input Group for discussion/agreement
Leadership
Understanding the theory to practice gap (REF XXXX)
Techniques implemented to overcome and lessen the gap (REF XXXX)
Understanding my style as a leader
Importance of Myers Briggs and 16 Personalities tools to enable understanding of my personality which has supported my development
Aware I change depending on the environment and the role or job in hand
Situational Leader (REF XXXX)
Compassionate Leader (West XXXX)
Career progression into a different area of nursing
Influencing teams, particularly those that I do not manage
5 more items...
Difficult conversations have to be had, this leadership style allows for supportive balance conversations. Active listening, psychological safety, kind, direct are all essential (REF XXXX)
Middle of the road on one element, supports my ability to alter my leadership style dependent on situation (REF XXXX)
Enter my results HERE
Which element
Learning my strengths and weaknesses
Understanding the types of people I work well with and the types of people who compliment my personality
Improved how I communicate; as I have better understanding of individuals personality
Improved communication, collaboration, engagement within and outside of immedicate team
1 more item...
Understanding my team
All team members completed 16 personalities and discussed as a team
Learnt each others strengths and weaknesses
This has improved how we allocate and manage our workload based on our individual skill sets
Engagement
Peer
All Wales
Health Board wide
Educating
Communication
Use of digital systems and platforms
Strategy work
Presenting
Reports
Increased development within the team as we benefit from each others strengths and enhance our weaknesses
Understanding digital ways of working including hybrid working and maintaining safety for all
Psychological safety, (REF XXXX); wellbeing - both team and self (REF XXXX); work-life balance (REF XXXX).
For the team implemented: checking in requirement (REF XXXX), Debriefing (REF XXXX), Setting agreed mutual expectations for safe hybrid working (REF XXXX). Ensuring regular consistent face to face contact (REF XXXX)
Comprehending the difference between nursing (often face to face) and digital ways of working which can be remote
Understanding the process of Change Management (REF XXXX)
Importance of two way engagement with users (REF XXXX)
Established Change Advisory Board
Empowered nurses to have a voice in the digital world, by allowing opportunity to raise develops or gaps in current practices or processes. (REF XXXX)
Understanding leadership styles
Authoritarian / Autocratic (REF XXXX)
Laissez-faire (REF XXXX)
Compassionate (West, 2021)
Situational (REF XXXX)
Transformational (REF XXXX)
Transactional (REF XXXX)
Democratic (REF XXXX)
Servant (REF XXXX)
Performance Management
PADR
Self
Others
Meaningful PADRs (REF XXXX)
Reviewer and reviewee - know where you stand, clear mutually agreed plan
Creating a psychologically safe (REF XXXX) space.
Impartial review that is unbiased
Using mutually agreed SMART objectives (REF XXXX)
Specific
Enabled individuals and the team to achieve and perform
2 more items...
Measureable
Achievable
Realistic
Timely
Feeling valued, sense of belonging, increased self worth, improved self esteem, self confidence
Increase job satisfaction
Decrease in Imposer Syndrome
Clear communication
Coaching
Supportive, objective, allowing for self learning
Being guided in thought process, helping me understand the wider picture
Understanding the need to have challenging conversations (REF XXXX) to move on
Implemented and ensuring a meeting prior to any PADR is held. This allows for both parties to be prepared and open the start of a two way conversation. (REF XXXX)
Benefit of being organised and preparing for PADR
There should be no surprises during a PADR
Time out, space to think
Personal Performance management: Self-directed learning - identified as a weakness
Procrastination (REF XXXX)
Work based learning, structured by learning contract and outcomes. New concept, additional to 'day job' (Helyer et al, 2021)
Strategies to combat
Supervision
Regular planned academic supervision (REF XXX)
Understanding my triggers
Managerial Supervision (REF XXX)
One to One meetings, supporting work allocation and meeting of work deadlines
Negotiation of study time with manager
Restorative Clinical Supervision (REF XXXX)
Expert supervision (REF XXXX) when learning a new field of nursing - Digital
Sessions held with digital experts on specific topics, improved knowledge
30 minute rule, structured working, planning tasks (REF XXXX)
Support networks
Support of family and friends, organised home life to support time to study
Peer support
Use of audio learning resources and tools, such as pod casts, TED talks, document read aloud functions, audio books, sways
Pomodoro Approach (REF XXXX)
Monitoring of Lifework balance
Learning style is visual and listening, overwhelmed by large volumes of reading
Compliance reporting
HEPMA
Review of incidents
Role of digital system in ensuring safe practice
Data is powerful and allowing for clear feedback and ability to learn and share
Using this information in a compassionate way to positively influence patient care and the nurses providing it
WNCR Audits
Analysing and sharing audit results
Supporting teams to develop a plan to improve
Collaborating with Quality and Safety team, increasing shared learning
NSA
Different approach due to legal requirement and Welsh Government timescales
Key to my success was my ability to engage operational teams and understand the interface between corporate reporting and operational pressures in order for the HB to be compliant within the law
Processes put in place to ensure compliance that are agreed with Service Groups and user friendly
AMaT
Reviewing career, latter years only managed individuals due to the nature of roles held, I feel this is the reason Performance Management has been a key theme within my Masters portfolio
Continuous Professional Development
Self and others, identified through 1:1 meetings
Wellbeing
Remote working
Choice or Enforced
Gender Implications
Digital World
Increased ability to work remotely
Impact on self, other and output
Clear links to personality traits
Increases importance of knowing who you are working with, often hindered by remote working
Myers Briggs
16 personalities
Models
Rocco - 5 ways to wellbeing
Seligman - PERMA (Cant remember this one - check)
Strategies to improve wellbeing
Use of digital systems to support time management eg Viva Engage plan for 50 minute meetings, plan for regular time to protect and allow for your own work
Improve wellbeing
Potential to increase productivity
Work-life balance
Hybrid working boundaries, setting of the rules, equal and fair to all
Mind map based on themes from narratives
Key
Colours
Block shape
Seven pillars of Clinical Governance
Clinical Effectiveness and Research
Information Governance
