Workshop 1
Patients First
Hopes, fears and
expectations
Poster viewing
Confidence line
Time capsule
“Our Journey on the Patients First
Programme”
Patients First
FoNS in partnership with the Burdett Trust for Nursing
is offering expert support and facilitation to nurse-led
teams over a 12-15 month period to:
 Explore how nursing teams can work with patients and
other stakeholders to develop practice
 Identify areas of patient care which can be improved
 Develop a proposal for a locally focused practice
development project/initiative
 Enable the implementation of a strategy for developing,
changing and evaluating practice
Overview of Workshop 1 & 2
 Values and beliefs
 Facilitation
 Culture and context
 Evaluation
 Reflection - learning in and from
practice
 Action planning
Further Workshop Days 2013
Day 3- Thursday 7th March
Day 4-Thursday 16th May
Day 5-Thursday 3rd October
Practice Development - Definition
“Practice development is a continuous process of developing
person centred cultures. It is enabled by facilitators who
authentically engage with individuals and teams to blend
personal qualities and creative imagination with practice skills
and practice wisdom. The learning that occurs brings about
transformations of individual and team practices. This is
sustained by embedding both processes and outcomes in
corporate strategy.”
Manley, McCormack and Wilson (2008)
Practice Development Model
Improving
patient-person
centred care
Project 1
 Small project team
 Commitment to
improving patient care
 Strong evidence base
 New role development
and training
 Complex context
Introducing a ward
based exercise
programme for
older people across
three in-patient
care areas
Project 2
 Ward based team with
two lead facilitators
 Involvement of all ward
staff
 Wide evidence based
including patient
experience
 Focus on learning in and
through practice
 Complex context
Improving
mealtimes for older
people in a ward for
older people in an
acute trust
Commitment and Values
underpinning Practice
Development
 Person-centred care
 Collaboration and partnership
 Enabling facilitation and support
 Active learning and development
 Transforming workplace culture
 Evaluation
Shaw (2012)
Questions…
What other activities are you aware of that
support improvement and innovation?
Are they the same or different to Practice
Development?
How does Practice Development contribute to
innovation and improvement?
Improving Practice & Innovation
Practice Development
…it is a methodology underpinned
by the key values of personcentredness, collaboration and
partnership, enabling facilitation,
active learning, culture
transformation and evaluation for
the development of healthcare
practitioners and practice, for the
ultimate purpose of achieving
patient-centred care
Service Improvement
…it is an activity contributes to the
development and improvement of
practice and practitioners but the
methods and processes may not
enable the level of collaboration,
inclusion and participation that
could lead to culture change
Values and Beliefs
 Values and beliefs affect our attitudes
and behaviours
 Values and beliefs are often implicit
 We can assume that we share the same
values and beliefs
Values Clarification
Values clarification is a way of:
 Making our values and beliefs explicit
 Developing a shared vision and purpose
 Helping us to recognise the gaps between what
we say we believe/we do and what we actually do
Evaluation
Evaluation is:
 A judgement of value/worth
 Happens on an informal level in everyday
healthcare practice
In the context of practice development:
 A clear evaluation plan is central to being
systematic
 Evaluation is a systematic way of practitioners
learning from a collection of evidence they analyse
Evaluation Frameworks
An evaluation framework in practice development should
answer the following questions about a programme or
intervention:





Whether it works
Why it works
For who it works
Under what circumstances it works
What has been learnt to make it work
Redfern,1998; McCormack and Manley, 2004
Review of the Day and Closure
 Liked most…?
 Liked least…?
 One learning point…?
 Any areas for clarification…?
Patients First
Welcome to Workshop 2
 Any areas for clarification overnight…?
 Today's programme
Knowing your Workplace Culture
and Context
 What does it look like?
 What does it feel like?
 What is an effective workplace culture?
 How can we evaluate it?
 How does it influence
 practice change?
What is Culture?
“How things are done around
here”
Drennan (1992)
What Do We Mean By Context?
The setting and environment in
which care is provided
The context may change
The context will be influenced by
the culture
Reflection in Practice Development
 Reflection is a key activity in practice development
and enables us to learn from practice
 Learning in practice development arises from self
knowledge and awareness through structured and
intentional reflection
 Critical analysis and reflection acts as a motivator
for action
Facilitating Person Centred
Care
 Knowing the person
 Knowing self as person/professional role/carer
 Knowing own and others limitations
 Knowing the environment
McCormack & McCance , 2010;
McCormack & McCance 2006;
McCormack 2004
Situational Facilitation
Encouraging style
 Sharing
 Reinforcing
 Encouraging
 Praising
Coaching style
 Involving
 Explaining
 Collaborating
 Negotiating
Supporting style
 Turning or mulling over
 Leaving alone
 Letting go
 Being available
Directing style
 Initiating
 Structuring
 Telling
 Guiding
Hersey and Blanchard, 1996
Action Planning
 Making plans to take action
 Using a framework to check you progress
 What will you being doing tomorrow?
Ongoing Support
 On-going support from Jo
 Centre for Innovation- Info for website
 Maintaining networking and communication
 Future workshops , March, May, Oct 2012
 Other needs and/or suggestions
Thank you for participating
Have a safe journey
Doodle evaluation/Postcard
www.fons.org