{"id":382,"date":"2018-11-12T22:11:27","date_gmt":"2018-11-13T06:11:27","guid":{"rendered":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/?p=382"},"modified":"2018-11-12T22:11:27","modified_gmt":"2018-11-13T06:11:27","slug":"hc-1-leader-post-7-1","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/2018\/11\/12\/hc-1-leader-post-7-1\/","title":{"rendered":"HC 1 Leader Post 7.1"},"content":{"rendered":"<p>My organization experienced resistance and opposition in coordinating the practice of our corporate mission vision and values in various teams overall. I was not with the organization during this time. So I conducted interviews with team members of mine who have been with Fraser Health for many years. It was communicated that it takes time for this new mission to sink in. It was perceived in many departments that this mission statement was unattainable in an organization as large as ours. Our Mission statement is \u201cBetter health best in care. Our purpose is to improve the health of the population and the quality of life of the people we serve. Our values are respect, caring and trust characterize our relationships\u201d.<\/p>\n<p>The mission statement is on our website, its displayed in all departments of our office. Our policies and procedures can be found online. We use our online website as a hub of information for exchange across different departments. In creating new policies and procedures we create a PDSA, a plan do study act plan first. Once the PDSA is complete it goes through different tiers of management for review. Once it has been reviewed and suggestions are made, it comes back for final review. If further research is needed, we do it. There are times before a policy is put into place where we will do a trial such as a pilot project to test if it will be successful.<\/p>\n<p>In my experience, my department has been very transparent in their attempts to enhance the corporate working environment. In home support they value people. We truly are there to serve the sick and vulnerable to the best of our scope of practice. One way they intended to enhance the environment was with our \u201crespectful workplace policy\u201d. They have worked extremely hard to foster a positive team-orientated atmosphere. The company shows their value in their employees by providing free access to education and information.<\/p>\n<ol>\n<li>One thing our organization is doing to align interests and establish common ground for fulfilling their envisioned practice of the mission and creating respectful communication and productivity is holding individuals accountable. When there is any communication that is disrespectful, it is addressed immediately. We also facilitate education and training seminars to unite and build a cohesive team. For productivity, we pride ourselves on playing to individual team members strengths. We have found when you play to an employee\u2019s strengths and work to develop their weaknesses the team will be more effective. For example, I am not strong when it comes to small details, I am a visionary. I can see the big picture and trend forecast with ease. I have one team member who is very strong with numbers and has unparalleled strengths paying attention to every single detail. I have worked hard to be able to pinpoint small details, I need to for my position, but it is not a core strength. Every team member comes with a specific skill set, when we harness their strengths, we can fill in the gaps of each other\u2019s weaknesses.<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>Conflict can be very time consuming. We recently had an issue with interdepartmental communication. The root of the conflict seemed very minute compared to the complex health issues we see every day. Instead of dealing with the day to day workload we had to stop everything and resolve this conflict. We lost momentum as the two departments depend on each other to finish the tasks. It took two whole days to resolve the conflict, which when working in a fast-paced environment feels like a long time. Our productivity took a nosedive during this time.<\/p>\n<p>Our corporate intent is to have a respectful workplace when we cannot get along and work as a team it negatively affects our practice. To correct the results of the conflict experience we created a roadmap to find where the root of the problem was. We looked at what happened, and the problem solved how to resolve this issue if it were to resurface again. We reviewed the respectful workplace policy with both departments. We then had a face to face meeting with both departments present with the intent of each side gaining understanding from their varied perspectives.<\/p>\n<p>One thing I would suggest to our team for future conflict resolution is creating an education piece for all staff. There are many good resources and courses for conflict resolution that I feel my organization would benefit from.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>My organization experienced resistance and opposition in coordinating the practice of our corporate mission vision and values in various teams overall. I was not with the organization during this time. So I conducted interviews with team members of mine who [&hellip;]<\/p>\n","protected":false},"author":601,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[107,101,116],"tags":[],"class_list":["post-382","post","type-post","status-publish","format-standard","hentry","category-health-education","category-ldrs501","category-unit-7","clearfix"],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/posts\/382","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/users\/601"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/comments?post=382"}],"version-history":[{"count":1,"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/posts\/382\/revisions"}],"predecessor-version":[{"id":383,"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/posts\/382\/revisions\/383"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/media?parent=382"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/categories?post=382"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/jessicalaugsawatzky\/wp-json\/wp\/v2\/tags?post=382"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}