Shifting the Nursing
Paradigm
Towards Partnership
Teddie Potter PhD, RN
Clinical Associate Professor, School of Nursing
Coordinator DNP in Health Innovation and
Leadership
Objectives
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Define Riane Eisler’s Cultural Transformation
Theory
Describe the common characteristics of dominator
and partnership systems
List the financial and emotional benefits of a
partnership culture
Analyze your work environment for its placement
on the dominator/partnership continuum
Discuss effective ways to shift nursing research,
education, and practice towards partnership
“Nurses should be
full partners with
physicians and other
health care
professionals in
redesigning health
care in the United
States.”
-Institute of Medicine (2010)
Inter-professional Education
• Collaboration
• Respectful communication
• Reflection
• Application of knowledge and skills
• Experience of inter-professional teams
http://www.ipe.umn.edu/what/index.htm
What is a paradigm?
• A worldview
• The “lens” through which
one sees life
• A filter for incoming data
We only are conscious of the
things that nicely fit into our
paradigm.
• Our paradigm determines
the way we interpret our
sensory experiences.
• “A paradigm is the entire
constellation of beliefs,
values, techniques, and so
on shared by the members
of a given community.”
-Thomas Kuhn
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The Chalice and the Blade: Our History,
our Future
• Riane Eisler
• The Chalice and the Blade (1987) examines
over thirty thousand years of patterns
through Western history
Cultural Transformation Theory:
• “What we think of as natural and inevitabledestructive personal and social patterns such
as domestic violence, chronic warfare, racial
and religious prejudice, the domination of
women by men – are not natural or inevitable
at all.”
-Riane Eisler
• We can therefore consciously choose the
paradigm we live by
Cultural Transformation Theory
Human history has been a struggle
between two conflicting paradigms
The Domination Paradigm
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Rigid hierarchies: those on
top control those below
them
Obedience to orders
without questioning is
encouraged
Control is maintained by
guilt, fear, and force
Males over females
(patriarchy)
Those who are different
are to be conquered,
controlled, or destroyed
The Partnership Paradigm
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Mutually respectful and
caring relations
No need to maintain rigid
rankings of control so no
abuse or violence
Conflict is an opportunity
to learn and be creative
Equal value for both
genders, fluid gender roles
Power is used to empower
rather than disempower
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The Dominator Paradigm and the Health
care System
Rigid hierarchies between
professions
Emphasis placed on defeating
and controlling the opponent
(disease)
Health care provider is “above”
the patient in the hierarchy
Nature is not seen as an ally but
rather the cause of disease
therefore something to be
controlled or conquered
APRNs face limitations on their
practice
Other examples? Stories?
Organizational Benefits of Partnership
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Employees feel valued and empowered to contribute and
participate
Conflict can be used creatively to explore alternatives and
challenge the status quo
Creativity is nurtured through safety for risk-taking, less
fear of making mistakes, and permission to be inquisitive
and explore
Communication is free to flow in all directions
The workplace is family friendly creating a synergistic
sense of community
Synergistic belonging extends to the planet, creating the
social and environmental consciousness needed for long
range planning, sustainability, and success.
-Riane Eisler, The Power of Partnership (2002)
LEADERSHIP AND THE USE OF POWER
Dominator Paradigm
Leadership is based on
power over. The leader
gives orders to
subordinates and these
orders must be
unquestioningly obeyed.
Partnership Paradigm
Leadership gives power
to (The leader nurtures
and supports
productivity and
creativity) AND/OR
uses power with (The
leader encourages and
participates in
teamwork) employees.
HIERARCHIES IN THE PARTNERSHIP
PARADIGM
In a hierarchy of
actualization, leaders and
managers facilitate,
inspire, and empower
rather than control.
-Riane
Eisler,
The Real Wealth of Nations:
Creating a Caring Economics (2008)
Leading Towards Partnership–based
Healthcare Systems
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Employees are seen as partners in setting and reaching goals
and objectives
Every employee’s unique abilities are fostered
Employees are treated with empathy and caring
Employee’s voices are heard and their ideas are respected
Emotional needs are understood and addressed
Cooperative work and individual responsibility are combined
Employees are encouraged to think for themselves and trust
their observations and experiences
Emphasis in placed on caring and ethical behaviors
AWAKENING THE FULL POTENTIAL OF NURSING
THROUGH
PARTNERSHIP