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In a new series of blogs, Dawn Stott, Business Consultant and former CEO of the Association for Perioperative Practice (AfPP), discusses how coaching and developing teams can support patient safety and its outcomes.  In part one and part two, Dawn looked at the strategies and coaching methodologies that can be used to develop individuals and to support patient safety, and discusses the indicators of improvement, prosocial behaviours and the importance of good communication to improve culture and, ultimately, patient safety. In the final blog of the series, Dawn discusses the importance of reflective practice and how it encourages  learning and growth, and helps us to identify and address challenges. Reflective practice is the process that you can go through to engage in thoughtful and purposeful consideration of the experiences you have had, the actions you have taken and the outcomes of those actions. It involves a conscious effort to gain insights, learn from experiences and enhance your professional and personal development. Reflective practice is used in various fields but is used a lot by healthcare professionals to analyse patient interactions, clinical decisions and the overall delivery of healthcare interventions. To be able to engage in reflective practice it is important to understand your own thoughts, feelings and reactions to different situations. An open and honest mindset is key to achieving this. The ability and willingness to consider different perspectives is important – to challenge assumptions, your own and those of others. Your coach should encourage you to analyse and evaluate experiences, actions and decisions to identify strengths, weaknesses and areas for improvement. Part of the reflective learning process is viewing experiences as opportunities for learning and growth and actively seeking ways to expand your knowledge and improve your skills. During my tenure at AfPP a colleague introduced me to a book called ‘The Three Minute Diary’. The diary provides you with an opportunity to reflect on your day and document experiences that in turn facilitates the reflection process. It asks what has been good in your day, what has been bad, what you were grateful for, etc. I found it invaluable, and I still dip into it when my pathway has become a little blurred and I need clarity. From experience I know that it is very easy to walk away from a fiery or difficult situation and think about what you should have said. I call this the ‘if only’ scenario. If only I had said that. In the heat of the moment, we often forget to breath which in turn stops us thinking and behaving effectively. Reflection isn’t only about thinking about what we should have said but also about enhancing our ability to identify and address challenges through thoughtful and clear analysis of the situation, which often provides you with alternative solutions. It can deepen our awareness of personal values, beliefs and strengths and also our areas of improvement. This will support our ongoing learning and development, which contributes to our professional competence and effectiveness; resulting in heightened empathy and understanding of the perspectives of others, which can lead to improved interpersonal relationships both at work and at home. We all want to be good decision makers and reflective practice can encourage us to review the decisions we have made and, in the future, consider the potential consequences and ethical implications of the choices you make. Reflection supports continuous improvement in work or practice by identifying and addressing areas that can be refined. It aids personal growth, self-discovery and achieving any life goals you have set for yourself. Reflective practice is dynamic and an ongoing process that contributes to continuous learning and improvement, fostering a mindset of curiosity, openness and adaptability. The bottom line is that with coaching, people can become better at what they do and in a healthcare setting that is so very important to the safety of the patients. Coaching is a very undervalued business tool that can be important to any professional no matter where they are in their career. Great athletes at the top of their game have a coach. Brilliant singers have voice coaches to keep them hitting the right note. We all reach our limits and are unable to improve because of the complexity of things going on around us – an external pair of eyes can help us focus on the blurred edges and help us to continue seeing the bigger picture. However, we do have to feel safe in our environment to be able to speak openly and offer support and guidance to people who don’t always want it. Psychological safety is a shared belief that the environment is safe for interpersonal risk taking. It’s tough at the top and it’s tough to be a patient – so you should invest in yourself to ensure patients are kept safe. It’s not about how good you are right now, it is about how good you can be, or are going to be that really matters. Any improvement, big or small, can impact greatly on patient safety and healthcare outcomes. Further blogs from Dawn: To coach or not to coach? Part 1 To coach or not to coach? Part 2 Developing cultural change in healthcare: Part 1 Developing cultural change in healthcare: Part 2

In a new series of blogs, Dawn Stott, Business Consultant and former CEO of the Association for Perioperative Practice (AfPP), discusses how coaching and developing teams can support patient safety and its outcomes.  In part one, Dawn looked at the strategies and coaching methodologies that can be used to develop individuals and to support patient safety. In part two, Dawn looks at how coaching can improve individuals, and discusses the indicators of improvement, prosocial behaviours and the importance of good communication to improve culture and, ultimately, patient safety. Coaching can often make sense of the chaos around us – we don’t bring our best self to the table when we are functioning under stressful circumstances. Inner self-empowerment through coaching involves helping individuals tap into their inner resources, their strengths and potential to overcome challenges, achieve goals and live a more fulfilling life. It is a personal strength to be able to reflect on a given situation, previous behaviours and improvements for the future. In healthcare, professionals can be asked to act as a mentor or coach for a new member of the team or an apprentice working in the department. For any coach, recognising improvements in the abilities of others and their skills can be subjective and the signs may vary depending on the nature of the skill or activity. Some common indicators that someone has improved could be: A consistency in their performance and delivering high-quality work or positive results is a good sign of improvement. Especially if it is benchmarked against a starting point. As individuals become more skilled, they tend to perform tasks more efficiently. Improved efficiency may include completing tasks in less time, using few resources or achieving better outcomes with the same amount of effort. Confidence tends to grow as skills improve. As a coach you may notice your mentee becoming more assured in their abilities and it may be an indication that they have become proficient in the task. With improved skills often comes adaptability. Someone who has improved at their core tasks may demonstrate a greater flexibility and improved problem-solving skills. If mentors, peers or supervisors are providing positive feedback it suggests that the mentee’s skills have advanced. Continued learning and commitment to personal development are indicators of improvement. Someone who actively seeks new knowledge, embraces challenges, and learns from experience is likely to have improved over time. Depending on the nature of the skill, measurable improvements can be a straightforward indicator. Advanced skills often lead to innovative thinking. If someone starts to come up with creative solutions, introduce new ideas or contribute to the improvement of processes, it is a sure sign of growth in their abilities. Improvement is a gradual process and different skills may manifest progress in various ways. Additionally, it is essential to consider the context and specific criteria relevant to the skills in question. If you the coach encourage kindness, it is a prosocial behaviour that can benefit society as a whole. These behaviours are often characterised by selflessness, co-operation and a concern for the wellbeing of others. Prosocial behaviours can manifest in various ways and in different contexts, which include: Kindness and courtesy: behaving in a considerate and polite manner towards others, promoting positive interactions in various settings. Helping others: assisting someone in need. Sharing and co-operation: pooling resources, information or skills with others and working collaboratively towards a common goal. Leaving your ego at the door and knowing that a joint success is as important as you achieving something alone. Empathy and compassion: understanding and sharing the feelings of others and showing compassion in response to their needs or challenges. Altruism: engaging in actions solely for the benefit of others, even when there is no apparent personal benefit. Conflict resolution: using communication and problem-solving skills to address conflicts in a constructive and non-aggressive manner. It is safe to say that coaching can play a strong role in fostering prosocial behaviours by building self-awareness. A coach has the gift to help individuals understand their values, beliefs and the impact of their actions on others. By providing individuals with different perspectives, the coach can encourage individuals to develop an empathetic approach to given situations. In my career journey, I have spent a lot of time with different types of people, working in different environments, latterly and mostly in healthcare settings. I have been fortunate enough to develop training packages, deliver training, encourage change and manage complex strategies in support of patient safety initiatives. Every time I ask the same question to different teams at all levels of the career spectrum – "how good is your communication?" I would say that 80–90% of people would say their communication was good but that of other’s was not as good as theirs. We have a pre-conceived idea that we are great communicators, but the reality is that we are not. We can always improve and for a coach to help strengthen the communication skills of an individual is one of the most important elements within their role. Promoting active listening to enhance interpersonal relationships is a key fundamental of good communication. Goal setting is key to coaching, giving the mentee tasks as part of the coaching programme is important and if the coach can assist individuals in defining and working towards goals that contribute to the well-being of others or society, that is a great achievement. Ultimately, coaching for prosocial behaviour involves guiding individuals towards a mindset and behaviours that contribute positively to their social environment and the well-being of others around them. Supporting individuals to cultivate a growth mindset and promoting the belief that they can develop and improve themselves through effort and learning is crucial. In part three, Dawn will discuss the importance of reflective practice and how it can be used to analyse patient interactions, clinical decisions and the overall delivery of healthcare interventions. Further blogs from Dawn: To coach or not to coach? Part 1 Developing cultural change in healthcare: Part 1 Developing cultural change in healthcare: Part 2

In a new series of blogs for the hub, Dawn Stott, Business Consultant and former CEO of the Association for Perioperative Practice (AfPP), discusses how coaching and developing teams can support patient safety and its outcomes. In part one, Dawn looks at strategies and coaching methodologies that can be used to develop individuals to be the best they can be. We all develop at different rates; having an external view point that supports your progress is something to grab with both hands. It is not about about how good you are right now; it is about how good you can be. To coach or not to coach? Well, that really is a good question. Just because we are at the top of our tree, ahead of our game (or any other idiom you wish to quote), it doesn’t mean that we have everything covered. We might think that we are doing a great job but sometimes the analysis from an outside person gives us the truth that we need to improve our own skills and those of others. However, people have to be receptive to the process to achieve the best results. Coaching Methodology is the systematic approach or set of principles that coaches use to help individuals or groups of individuals achieve their goals, improve performance and enhance their overall wellbeing. If a person’s wellbeing is high then, through a process similar to osmosis, it passes through our pores and out through our skin layers to those around us. Different coaches may use various methodologies based on their training philosophies and the needs of the client. Below are some key elements commonly found in coaching methodologies – finding an effective method for you is paramount. It is very important to note that coaching methodologies can vary, and coaches may integrate elements from different models and approaches based on their expertise and the unique needs of their clients. The effectiveness of coaching often depends on the quality of the coaching relationship, the coaches’ skills and the person being coached commitment to the process. There is absolutely no point forcing a member of your team to undergo coaching, unless, of course, patient safety is at risk because of them not doing so. If someone is given an ultimatum, then they probably will not benefit from the coaching experience. However, by using the personal development route it may be better received. Coaching methodologies to support patient safety Now, let’s look at how these coaching methodologies and strategies can support patient safety. The infographic below provides another methodology to support patient safety. It is an essential aspect of healthcare management and professional development. Patient safety is about preventing errors, ensuring a safe environment for patients and continuously improving healthcare practices. Let's look at the different elements of the methodology: Continuous training and education Provide regular training sessions on patient safety protocols and best practices. Keep healthcare professionals updated on the latest advancements in safety initiatives. Encourage ongoing education to enhance the skills and knowledge of healthcare professionals. Promote a culture of safety Foster an organisational culture that prioritises patient safety and demonstrates that it is taken seriously. Encourage open communication about safety concerns without fear of retribution – this links to psychological safety which is a topic that supports all elements of healthcare provision. Recognise and reward individuals or teams for promoting a safe environment. Simulation and role-playing Conduct simulation exercises to mimic real-life scenarios and identify potential risks. Use role-playing to help healthcare professionals practice effective communication during critical situations. Feedback and coaching sessions Provide constructive feedback on performance related to patient safety – make it a part of everyday practice within the healthcare environment. Conduct regular coaching sessions to discuss improvement areas and celebrate successes. Establish a mentorship programme to support less experienced members of the team. Root cause analysis Teach and implement root cause analysis techniques to identify the underlying causes of errors and near misses. This isn’t just a senior management role, everyone should review their performance and behaviours following any patient safety incidents. Ensure that the information gathered is used to implement preventative measures and improvement strategies. Team collaboration Emphasise the importance of teamwork and effective communications. Encourage interdisciplinary collaboration to address safety issues from multiple perspectives. Educate patients on their role in their own safety. Encourage patients to ask questions, communicate concerns and actively participate in their care. It is important that regular audits and assessments take place to review processes and procedures and identify potential risks. It would be advisable to use data-driven assessments to track performance and measure improvements over time. Encouraging a culture that is ‘just’ and recognises the difference between human error and reckless behaviour is key. It is important to have clear standards and goals for performance; that way when things are not going as they should and someone is not meeting the required benchmark, the failings can be addressed based on the task rather than it being personalised. Skills and behaviours should be separated, and poor behaviour should not be normalised. Establish fair and consistent consequences for safety breaches while promoting a culture of learning and improvement. By incorporating these coaching strategies, healthcare organisations can create a safer and more supportive environment for both patients and healthcare professionals. In part two, Dawn discusses prosocial behaviours, reflective learning and how coaching can support individuals no matter where they are in their career pathway. Further blogs from Dawn: Developing cultural change in healthcare: Part 1 Developing cultural change in healthcare: Part 2