Professional Development in Clinical Practice Methods
Introduction
This essay aims to shed light on three correlated approaches like Interdisciplinary teamwork, Leadership, and professional development. In clinical practice or patient care practice, the teamwork, and interdisciplinary approach refers to the practice, where healthcare professionals from different disciplines work in collaboration with the patients as a team. the most effective team can be able to share responsibilities, and promote the role of interdependence while respecting and valuing other’s autonomy. On the other hand, communication in clinical practice is important, as because it helps healthcare professionals and care providers to collaborate with patients, and families which in turn can help to set the goal, that can accurately reflect the needs and requirements of the service users. In any healthcare practice, the primary goal is to maintain a proper code of practices at the workplace and offer the best healthcare support and well-being to both care providers as well as care seekers. In this essay, the primary discussion will be carried out on evaluating the importance of communication methods and the concept of professionalism and interdisciplinary working approach for effective teamworking and leadership scenario. In main body two, the focus will be given on the use of change management and leadership theories in reference to chosen evidence, and in main body three, the reflection will be given on own personal and professional development plan in reference to the improvement of skill, knowledge, and insights related with healthcare practice approach.
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Main Body 1: Contribution of communication methods concept of professionalism, and interdisciplinary working contribute to effective teamwork and leadership
The concept of interdisciplinary teamwork
In the healthcare setup, the interdisciplinary team refers to a team that comprises healthcare professionals from different disciplines, and whose responsibility is to work in a collaborative way to address the physical and psychological needs of patients. Interdisciplinary working does not refer to mere group working where experts will focus on implementing separate treatments for the patients (Nancarrow et al., 2013). Rather, the interdisciplinary team working concept refers to the practice where healthcare professionals will complement other experts and patients along with their family members and work co-ordinately to meet the shared treatment goals. More specifically, an interdisciplinary work for example is to create a trauma care team, where every healthcare professional and caregiver will treat the patient after any major accident. These teams will comprise surgeons, nurses, psychologists, lab specialists, imaging specialists, and emergency room physicians, and they will work together to meet the shared goal for the treatment of patients and their recovery (Ellis and Sevdalis, 2019). The importance of interdisciplinary teams or working practice in healthcare setup includes the following:
Figure 1: Concept related to the Interdisciplinary Working Approach
With the development of the concept of Interdisciplinary working, the healthcare setup can provide advanced medication, treatment, and care support to an increased number of the ageing population. Additionally, with the advancement of time, the need for healthcare specialists is growing rapidly, each focusing on a narrow spectrum of their professional field. As a result, individual healthcare providers might be unable to meet the medical needs of every patient (Ellis, 2021). In such a scenario, an interdisciplinary working approach can help to resolve this fragmentation. Another important contribution of interdisciplinary working to teamwork and leadership in clinical practice relies on the growing need for medical knowledge among healthcare practitioners. Successful patient care needs perseverance of large capacity for skills and learning and more specialized knowledge on every subject matter (Hero and Lindfors, 2019). On the other hand, interdisciplinary working accelerates the concept of mutual understanding, a collaborative working approach within a team, which in turn ensures strong bonding between health care professionals and patients or teamwork in the clinical setup.
Concept of Professionalism: professionalism can be defined as a set of characteristics and behavioural approaches of the people in any workplace setup, which demonstrate their ability to respect others, being reliable and reasonable with integrity in working scenarios. On the other hand, organisational viability relies on effective teamworking and leadership. Effective leaders are used to engaging both professional leadership behaviour and personal leadership attributes to maintain synergy in working practice. Professional leadership behaviours refer to the set of shared missions or goals, creating a flowchart to acquire the goal, and aligning the process with procedures (Franklin et al., 2020). On the other hand, personal leadership behaviours refer to the development of trustworthiness, care for the people and following a code of practice to be morally responsible. In many organisations, the professional conduct of employees is often not considered as important. Professionalism includes physical and behavioural presentation of professionals, staff and the way they conduct themselves. It also includes non-verbal and verbal communication and how well the workers can adhere to the organisational policies. In healthcare practice, a collaborative working approach within every healthcare professional, like doctors, nurses, lab specialists and patients is important to meet the shared goals of patients' needs and requirements. In such a scenario, professionalism can help to minimise conflicts and improve the outcome of healthcare practices to a considerable extent. Additionally, professionalism can accelerate teamwork, which not only improves the morality and mutual understanding among workers who offer healthcare support to service providers but also provide high-quality, safe and patient-centric care (Selby et al., 2019). And here comes the important contribution of professionalism in healthcare practice.
Contribution of Interdisciplinary Communication in Healthcare Practice
According to Martinez (2022), communication is a process that includes multiple steps like listening, being concise to respond, and clarifying. To communicate effectively in a working setup, one must display confidence, should be open-minded, have respect for the audience and show empathy. In any workplace setup, communication can be categorised into several types, like verbal communication (auditory, or anything that can be heard), writer (typed or written electronically), visual (paralanguage), and non-verbal (body gesture). According to Webster's dictionary, communication is an interchange of opinion, thoughts, and information through speech or sign. There are several research papers which state that 94 per cent of communication can be affected by attitude, body language, and tone of voice, whereas only 6 per cent are affected by the meaning and intention of the words said (Schleyer et al., 2022). In healthcare collaboration, or teamwork and proper leadership approach are important, where every care provider has to play complementary roles and cooperatively work together with each other and patines towards problem-solving and carrying out plans for patient care. Collaboration, professionalism and interdisciplinary working approach between nurses, physicians, and other healthcare professionals can increase awareness among the team members as well as helps to develop knowledge, and skills and improve decision making.
Many studies state that in clinical settings, communication, collaboration and teamwork do not occur simultaneously, which can cause adverse clinical events and outcomes. There are several examples, which show that poor communication can cause tragic consequences like faulty exchange of information, misleading of patient's personal information, clinical discrepancies and so on (Terkamo?Moisio et al., 2022). Therefore, effective communication among healthcare staff can encourage effective teamwork and can promote continuity and clarity within patient team care. In healthcare, to provide the best support to both service providers and service seekers, the contribution of good communication can never be denied, as good communication can encourage collaboration, foster interdisciplinary working and teamwork, and help to prevent misleads or errors in the process.
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Main Body 2: Leadership and Change management theories and principles to the clinical practice
Chang in the clinical area
In this section, the focus will be given to different leadership theories and change management models or principles in clinical practice. As a healthcare practitioner, I have made a significant change in my care setup. For example, I have taken the initiative of implementing a "Hydration station" within my workplace section. The aim or purpose behind this initiative was to encourage my workers to stay hydrated throughout the day. More specifically, I have allocated a specific area at my work region, where employees can fill up their water bottles or can get quick cups of fresh water. One of the benefits of this changed process is to encourage workers to stay hydrated all day and to increase their productivity of the workers. When it comes to working in a clinical setup, safeguarding the productive ability, health and well-being of the service providers like caregivers, and nurses are important to maintain. The installation of a hydration station at the workplace can make me able to encourage caregivers to stay out from dehydration and other uncomfortable symptoms like fatigue, headaches, cramps, and dry mouth.
Analysis of different leadership theories and application of chosen theory in proposed change
Starting from the healthcare providers on the front lines to the office staff, who keep the plates spinning, today’s healthcare professionals used to face a rewarding yet challenging scenario when it comes to offering care support. From staffing shortage to keeping the staff productive, and ensure the health, and mental well-being of the employees, the necessity of effective leadership cannot deny. Leadership styles in healthcare may vary. While no one is perfect, they can all be effective in their way, specifically when it comes to inspiring others to do their responsibilities for the betterment of patients (Terkamo?Moisio et al., 2022).
Transformational leadership in healthcare tends to focus on shared values and ideas and stresses forging relationships between healthcare professionals from different disciplines and patients, and families. In this leadership style, leaders used to have a strong vision, and strong preach to motivate others. More specifically, it can be stated that as a healthcare practitioner, if I adopt a transformational leadership style, then I must have strong visionary power and practice to set goals and accomplish that missions in collaboration. in this leadership approach, another important criterion is to inspire others within the team, foster team working and mutual understanding among team members, and motivate others to meet the shared goals in patient care. On the other hand, transactional leadership can be characterised by an exchange between the staff and leaders. This leadership approach is exactly opposite to the transformational leadership style, where the leaders can be referred to as the managerial leaders and they tend to focus on controlling the operation and organise the workload and staff based on the organisational mission (Fu et al., 2022). In this leadership style, a leader tends to provide clear direction and structure to the subordinates and subordinates will be bound to follow that instruction delegate. Though in such a leadership style, the team member used to be more productive, and leaders used to manage the team by creating change and by offering rewards or punishments to acquire that change. Besides these two leadership styles, there is a delegative leadership style, which is also known as laissez-fair leade. In such a leadership approach, the leader used to allow his team to make their own decision without proper direction. The participative leadership style is democratic and fair, where a leader is used to motivate team members and involves them in decision-making. The main advantage of this leadership style is share of information, mutual respect and understanding within the team (Team et al., 2022).
Considering all the leadership styles and the change that I have made within the workplace setup, it can be stated that as a healthcare practitioner, I have followed the transformational leadership approach. in a general way, Transformational leadership used to play an important role in healthcare setup. Starting from patient care satisfaction to employee satisfaction, greater efficiency and ensure productivity among workers can be ensured through this leadership style (Tseng et al., 2022). Considering the change, or the installation of a hydration station in the workspace and motivating staff to be hydrated throughout the day-can considered a good practice of transformational leadership. This is because, in this leadership approach, a leader always tries to increase job satisfaction among nurses and healthcare workers, by enhancing employee performance, trust and commitment. When a hierarchy of an organisation will stress maintaining good health and mental well-being of the subordinate, through by developing a healthy working environment or installing hydration stations for workers, it will increase the trustworthiness, performance and productivity and commitment among the workers towards their responsibilities (Feng et al., 2022).
Analysis of different change management models and applications
According to Jefford et al., (2022), change is inevitable, yet challenging to acquire and ensure the growth of the business. however, there is no need to adopt the "resistant is futile” approach to push the people on board and drive changes. There are several change management models, which can help an organisation or a leader to navigate the difficult transition and guide people or teams to accept the change, adopt new processes and maximise the ROI of business (Hartmann et al., 2022).
ADKAR model is one of the important bottom-up change management models propounded by Jeffrey Haitt. This model highlights the people behind the change (Yazdani et al., 2022). This is not a sequential method and the acronym represents the goal that an organisation must follow:
Awareness (about the need for the change)
Desire (to take part in or support the changes)
Knowledge (on how to change accordingly)
Ability (to implement skills and attributes)
Reinforcement (to sustain the change)
Figure 2: ADKAR model of change management
Considering the change that has been made in care setup is followed the ADKAR Change management model. The transformational leader with this model can aware the people at the workplace about the importance of staying hydrated throughout the day, and can encourage people to use the hydration station for not only their health benefit but also for better outcomes in patient care. A short program can be organised where people would be taught about how to intake water and at what amount throughout the day and the benefit of staying hydrated in terms of performance ability, mental health and physical wellbeing. And the last step is to install the hydration station or reinforce the change in real time (Patel and Metersky, 2022). The benefit of this change management model is, this method limits the resistance and speeds up the implementation.
Apart from that, focus can be given to the Nudge theory, In order to influence employees towards the desired change, the nudge theory depends on subtly worded, indirect suggestions that are supported by data. In simple terms, the concept relies on this theory "nudging change is more effective than strictly enforcing changes in practice" (Rosengarten, 2022). The basic principles of this change management model are:
Define the changes
Consider the point of view of the employee
Provide evidence to show the best option
Present the change as a choice
Listen to the employee feedback
Limit the option
Solidify the changes
Figure 3: Nudge Theory of Change Management
When it comes to installing or implementing a hydration station at the workspace and encouraging workers to use that station for staying hydrated, this change management model can be used to get better outcomes. For example, before implementation, face-to-face communication can be carried out with my workers about the implementation of the hydration station for their health benefits, and consider their point-of-views, related to this change (Terkamo?Moisio et al., 2022). A data-sheet can be represented here about the benefit of hydration stations at the workplace, and provide the use of the station as an option for employees. In-hand experience about the benefit of using water from a hydration station or staying hydrated throughout the day the staff will be easy to implement change effectively.
Impact of change and how it improves the practice
The change has helped me to develop trustworthiness among my staff and their commitment towards their responsibilities. By using the transformational leadership approach, and nudge theory of change management, I can provide a scope to allow employees to see the need for change for themselves. I tried to encourage workers to use the hydration station for short period, without making any resistance (Martinez, 2022). When the employees realised that implementation of this station or change is for their health benefits, and intake of fresh water can help them to be productive, improve their mental health, and stay out of dehydration, or fatigue, it makes them committed towards the organisation. So, the impact of change on the organisation or operational practice is beneficial, specifically when it comes to patient-care facilities.
Main Body 3: Personal and Professional developmental plan through reflecting on evidence-based clinical skills, knowledge, and decision-making (reflective model)
Rolfe's Reflective model (2001) has been chosen for this section. Rolfe's Reflective model is based on three simple questions: What? So what? And Now What? The advantage of this model is its clarity. With Rolfe's reflective model, I can easily showcase my strengths and weaknesses before starting the nursing course, and how I have improved or what areas I have improved throughout the course and how that can be implemented in my future career.
Figure 4: Rolfe’s Reflective Model
What: during the initiation of the course, or in the first year, I learned about the team working, interdisciplinary working approaches, different communication methods and leadership styles, about the healthcare setup. As a healthcare practitioner, my role would be to provide preventive medication, maintain communicative relationships with other healthcare practitioners from different disciplines, and nurses, and maintain interaction with patients and their families. Another important role or duty that I have taught during the first years of the course, was how to manage the staff within the workplace setup.
So what: during the first year of the course work, I have got enough scope to improve several areas. For example, how to give handovers to the staff and delegate tasks to other staff. More specifically, when it comes to improving the skill and knowledge related to the delegation of tasks to staff, I started focusing on a few points:
Determine the goal of the delegation
Define the powers that are due to be delegated
Decide the workforce to whom the task will be delegated
Maintain a person, so that I can delegate tasks to the right person
This checklist or knowledge base has helped me to improve my skills and attributes related to the handovers and delegation of tasks to staff. In a professional career, or healthcare, a delegation of tasks is important (Khan et al., 2022). Proper knowledge like judging people based on their skills and attributes, and developing and determining the person of staff can help me to choose the right [person for task handover at the right time.
During the promotion from the first year to the second year of the course work, the area in which I have significantly improved is the administration of depot injection. During the classroom program, I learned that depot injection is a term related to the injection formulation of the medication, which releases slowly over time. During the second year, I have practically learned about the correct dose of injection, how to measure the correct dose of injection for a patient and how to administrate it, in terms of what is the right time, right route and the right way to administrate depot injection for the patient. Additionally, during this session, I have also learned about how to handle the injection, specifically the intervenous injection while administrating it on a patient. A class was also allocated about what precautions should be taken while administrating the depot injection (Yazdani et al., 2022). During this session, I have also developed my knowledge base and insight about the use of single-use personal protective equipment, gloves, maintaining hand hygiene and how to maintain it. Additionally, I have also strengthened my knowledge about how to keep the injection preparation area free of clutter, or how and when to use 70 per cent isopropyl alcohol or ethanol as practical guidance on preparing an injection.
Now what
Throughout the course, I have developed knowledge, and practical skills in the delegation of work to other staff, administration of depot injections, and basic practice guidelines for the preparation of injections or any medication. Though, I want to strengthen my knowledge or capabilities on ward rounds. The goal of the ward round is to share information between patients and caregivers. The purpose of the ward round is to obtain information, plan the medical routine based on the needs of patients and maintain liaison between staff-patient throughout the nursing care. To develop and strengthen my skill and knowledge in this specific area, the action plan that I have to follow is below:
Take part as an assistant of the healthcare professional in word round
Develop my verbal and non-verbal communication skills, so that I can maintain proper gestures while talking to patients, families and professionals.
Develop knowledge on performing baseline audit
Developing research and examination skills- to evaluate case notes to set pre-defined outcome measures relevant to patient safety (Hartmann et al., 2022)
Practice writing documentation, so that during the ward round documentation can be prepared in compliance with the pre-defined outcome measure
Conclusion
The purpose of this essay was to stress three factors, that are important in healthcare and clinical practice. In this essay, the focus has been given to communication methods, the concept of professionalism and the interdisciplinary working approach which are important in healthcare practice. In this essay, it has been discussed that proper communication, teamwork and professionalism have had strong contributions to leadership. On the other hand, in this essay, the focus has also been given to different change management models and leadership styles. Considering the evidence-based reference, it can be stated that transformational leadership has several benefits when it comes to influencing workers to adopt and accustomed to changed processes. Transformational leadership has been chosen as the best-fit leadership approach in this essay, therefore, nudge theory of change management will be the preferable model to implement change and make workers associated with the change. Lastly, in this essay, a reflective assessment has been carried out where I have showcased my strengths or the areas that I have developed during the coursework.
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