Foundation of Nursing Studies in Partnership with the Burdett Trust for Nursing

Patients First: Supporting Nurse Led Innovation in Practice

Workshop 1

Patients FirstIntroductionsPoster viewing Confidence lineTime capsuleHopes, fears

and expectations

Patients First

FoNS in partnership with the Burdett Trust for Nursing is offering expert support and facilitation to nurse-led teams over a 18 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 improvedDevelop a proposal for a locally focused practice

development project/initiativeEnable the implementation of a strategy for developing,

changing and evaluating practice

Overview of Workshops 1 & 2Values and beliefsFacilitationCulture and contextEvaluationReflection - learning in and from

practiceAction planning

Further Workshop Days 2015

Day 3- Thursday 5th MarchDay 4-Thursday 21st MayDay 5-Thursday 17th September

Plus a celebration event spring 2016

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 explicitDeveloping a shared vision and purposeHelping us to recognise the gaps between

what we say we believe/we do and what we actually do

Liz KeenanClinical Nurse Specialist

University London College Hospitals

“Our Journey on the Patients First Programme”

Evaluation

Evaluation is:A judgement of value/worthHappens 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 FrameworksAn evaluation framework in practice development should answer the following questions about a programme or intervention:

Whether it worksWhy it worksFor who it worksUnder what circumstances it worksWhat has been learnt to make it work

Redfern,1998; McCormack and Manley, 2004

Improving patient-personcentred care

Learning in

and from

practi

ce

Systematic

approaches

Practice Development Model

What does success look like? What are

expected outcomes?

What stakeholders need to be included?

How do we develop evaluation

questions that tie in with outcomes?

What are the key indicators to be

measured? (processes and

outcomes)

What methods will generate the

evidence?

Learning Opportunities

Collaboration, Inclusion and Participation

Developing an evaluation strategyWho are your stakeholders?What does success look like from the perspective of all

stakeholders? How do you know that is what success looks like for them?

How will we measure success?What questions do you need to ask?What evidence do you need to collect that will enable you

to demonstrate whether you have been successful from the perspective of all stakeholders?

What opportunities are there to enable collaboration and participation of stakeholders in data collection and analysis to enable learning?

Patients First Welcome to Workshop 2

Any areas for clarification overnight?

Today's programme…

Knowing your Workplace Culture and ContextWhat 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?

“The way things are done around here” Drennan (1992)

“Patterns, Rituals and Habits”

What Do We Mean By Context?

The setting and environment in which care is provided

The context may changeThe context will be influenced by the

culture

Facilitating Person Centred CareKnowing the personKnowing self as person/professional role/carerKnowing own and others limitationsKnowing the environment

McCormack & McCance, 2010; McCormack & McCance, 2006;

McCormack, 2004

Situational FacilitationEncouraging styleSharingReinforcingEncouragingPraising

Supporting styleTurning or mulling overLeaving aloneLetting goBeing available

Coaching styleInvolvingExplainingCollaboratingNegotiating

Directing styleInitiatingStructuringTellingGuiding

Hersey and Blanchard, 1996

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

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 JoCentre for Innovation- Info for websiteMaintaining networking and communicationFuture workshops in March, May, Sept 2015 and

May/June 2016Other needs and/or suggestions

Thank you for participatingHave a safe journey

www.fons.org