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Workshop 4

F oundation of Nursing Studies in partnership with the Burdett Trust for Nursing Patients First: Supporting nurse led innovation in practice . Workshop 4. Overview of W orkshop 4. Today we will explore how the following: Person centeredness For ourselves Enabling teams Enabling cultures

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Workshop 4

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  1. Foundation of Nursing Studies in partnership with the Burdett Trust for NursingPatients First: Supporting nurse led innovation in practice Workshop 4

  2. Overview of Workshop 4 Today we will explore how the following: Person centeredness • For ourselves • Enabling teams • Enabling cultures • Action planning for the next steps

  3. Mc Cormack and McCance ( 2010) transforming individuals and contexts of care Person centred Cultures for human flourishing Active Learning in and from practice Systematic Approaches to the use of mind, heart and creative energies Values and beliefs Practice Development Model

  4. Person Centredness • “ a standing or status that is bestowed upon one human being by others, in the context of a relationship and social being. It implies recognition, respect and trust” • Kitwood (1997)

  5. Person Centred Care • “Person centredness is an approach to practice established through the formation and fostering of therapeutic relationships between all care providers, older people and others significant to them in their lives. It is underpinned by values of respect for persons, individual right to self determination, mutual respect and understanding. It is established by cultures of empowerment that foster continuous approaches to practice development” • McCormack et al 2008

  6. Reflection – How person centred am I? Each person has his/her own and unique life, his own memories, hopes, expectations, habits and biases. Each has had a responsibility in the management of his/ her own life….. Each has found support, reinforcement, guidance and correction from loving and perception of others: and each has suffered at the hands of others” Weinberg ( 1978)

  7. Person-centred Nursing Framework (McCormack & McCance 2010)

  8. Johari WindowJoseph Luft and Harry Ingham

  9. Johari WindowAn established team member Through feedback and disclosure, the open area has expanded and is now large because team members know a lot about the person that the person also knows

  10. Johari WindowThe complete model

  11. Heron’s Interventions AUTHORITATIVE • Prescriptive: - For example, ‘I would like you to discuss this issue with your senior colleagues’ • Informative: For example, Grants are often made available for this type of work’ • Confronting: - For example, ‘I notice this is the third time we have talked about this – and you have still not been able to act – I wonder what is going on? FACIILITATIVE • Cathartic: For example – ‘I notice that whenever you speak about your research you look rather anxious’. • Catalytic: For example – ‘Tell me about a previous time when you had to work with a colleague who you found particularly challenging …… how did you deal with that? • Supportive: For example – ‘It sounds like you handled that in a very mature and confident way’.

  12. Critical Companionship Facilitation Domain Conscious raising - Bringing taken for granted knowledge to the surface Problematisation- Highlighting problems in issues where they are previously unrecognised Self reflection - Facilitating this in practitioners Critique - Forming new knowledge and critically reviewing it through debate

  13. CC- strategies • Story telling - sharing craft knowledge • Observing, listening, questioning • Giving and receiving feedback • Critical dialogue • Role modeling • High challenge /high support • Making suggestions

  14. Where feedback has been offered and received. Known to self Unknown to self Known to others Unknown to others

  15. Enabling person centred cultures?

  16. Next Steps…

  17. Thank you for participating Have a safe journey www.fons.org

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