Response to Pierre

Thank you, Pierre for your response to the post.  As a healthcare provider myself I agree with you about funding aspect.  As I read through BC budget for upcoming years, there is not a whole lot of budget going towards healthcare.  In fact the MSP premiums are to be eliminated effective January 2019, which had already been reduced in January 2018.  However, there have been some improvements in the previous years as well as suggested by Fraser Health:

• $512 million for a new critical care tower, including a new emergency department, neonatal intensive care unit and additional inpatient beds at Surrey Memorial Hospital.
• $475 million for Abbotsford Regional Hospital and Cancer Centre.
• $237 million for Jim Pattison Outpatient Care and Surgery Centre.
• $83 million for Royal Columbian Hospital renovations and equipment.
• Redevelopment of Royal Columbian Hospital.

Thus, when it comes to budget towards healthcare there have been ups and downs, but definitely for the upcoming years it doesn’t look as promising as it did a few years back.

Whether, it is Culture of caring or culture of learning, as indicated by you, Pierre.  I love the idea of culture of caring.  However, I highly value what our team suggested about culture of learning to help team burnout.  Here is why, fortunately I recently attended a workshop called “Partnerships In Person Centered Approach (PPCA)” which educated us on how important team interaction, and education, and learning is important to enhance care for our patients and residents.  When we talk about team burnout there is often something lacking, some unmet needs.  Through education staff can learn ways to build resiliency.  There are times staff may be burnt out to stressor in the workplace.  Whether those stressors are associated with work environment, being overworked or other stress, having guidance and facilitation through learnings can help alleviate this stress.  The PPCA taught us how to create this culture of caring which ties in with what you said.  However in order to create a caring culture one must education themselves, and the team must learn tools and skill to effectively create this culture.  One of the other key things we learned was gaining insight in to our own self-awareness and how that may affect our interaction and communication styles.  I recall we use the Birkman tool in this M.A. Lead program, and learning how different styles of personality affect our interaction with others.  Therefore that can only be learned through education and learnings as well.  Being able to understand each other better, learning ways to communicate effectively can go a long way in decreasing staff burnout.  In order to foster a caring culture health care providers must have the skills and education to support each other.

Another staff self assessments and learning initiated by physicians is the wellness test which will help staff learn about how their health is impacted, “By completing the survey, you’ll receive real-time information about your health, including personalized reports and recommendations to help you manage your health. You’ll also be provided the opportunity to give feedback on your workplace experience”(Fraser health, 2018).  This assessment will support staff recognizing risk factors for their overall health.   This personal awareness will teach staff to better deal with their challenges, and perhaps recognize what may be causing burnout for them.  One of the roles of strategic leader is to facilitate change process, to help create skills for employees to learn from.  “Strategic leaders need to help people navigate the change process, assisting in learning new skills and capabilities, working with others in different ways, and acknowledging and authentically managing emotions through that change”(Hughes, et. al. 2014, p.47).   When there is a culture of learning, whether it is from each other, from educational seminars, through in-services, this creates more skill set environment and reliance for staff.

 

 

References:

www.Birkman.com

Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a strategic leader your role in your organizations enduring success. San Francisco, CA: Jossey-Bass.

(n.d.). Retrieved from http://www3.telus.net/index100/overtime1

(n.d.). Retrieved from http://medicalstaff.fraserhealth.ca/Wellness-Engagement/

BC Budget 2018. (2016, December 30). Retrieved from https://www.bcbudget.gov.bc.ca/

https://www.bcbudget.gov.bc.ca/2018/bfp/2018_Budget_and_Fiscal_Plan.pdf

https://www2.gov.bc.ca/assets/gov/health/about-bc-s-health-care-system/health-priorites/building-patient-care/fh-overview.pdf

 

 

 

“At staff meetings, there would be more participation and open-ness to experimenting with the new curriculum.  Negativity, pride, selfishness and gossip would all flee.  If servant leadership were the central focus of strategic leadership in schools, there would be a new revolution”, (Change makers, 2018).

Thank you for sharing this thought as it really resonated with me.  Servant leadership as indicated by Northouse 2016, has a positive influence on the performance of the followers and its overall organizational outcome.  The change must always begin with leadership.

Relationships improvement is one of the key strategies.  “Strategic influence is engendering commitment to the organization’s strategic direction by inviting others into the strategic process, forging relationships inside and outside the organization, and using organizational culture and systems and influence” (Hughes et. al. 2014, p.49).  Strategic leaders understand in order to excel the performance of the organization; the overall environment culture has to harmonize as well.  When individuals within the organization are not on good term, and there if a lot of gossip the toxicity can spread very easily, leading to decreased overall function or the organization whether it is for health care or teachers or businesses.

In enlightenment to the critical thinking idea, I can speak for health care.  Ever since, I have been in a leadership position, I have found it challenging to fully practice servant leadership with employees.  Perhaps, my understanding and personal perspective was a bit unaligned with what I had read.  I find while I am there to guide and facilitate staff, at the same time, I really have to firm and direct and use authoritarian style of leadership from time to time.  Perhaps with more experience I will gain better communication style and utilize different language and paraphrase it differently when getting the message across.  At this point,  I find if too nice, the work isn’t being done.

References

Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a strategic leader your role in your organizations enduring success. San Francisco, CA: Jossey-Bass.

Northouse, P. G. (2016). Leadership: Theory and practice. Los Angeles: SAGE.

“At staff meetings, there would be more participation and open-ness to experimenting with the new curriculum.  Negativity, pride, selfishness and gossip would all flee.  If servant leadership were the central focus of strategic leadership in schools, there would be a new revolution”, (Change makers, 2018).

Thank you for sharing this thought as it really resonated with me.  Servant leadership as indicated by Northouse 2016, has a positive influence on the performance of the followers and its overall organizational outcome.  The change must always begin with leadership.

Relationships improvement is one of the key strategies.  “Strategic influence is engendering commitment to the organization’s strategic direction by inviting others into the strategic process, forging relationships inside and outside the organization, and using organizational culture and systems and influence” (Hughes et. al. 2014, p.49).  Strategic leaders understand in order to excel the performance of the organization; the overall environment culture has to harmonize as well.  When individuals within the organization are not on good term, and there if a lot of gossip the toxicity can spread very easily, leading to decreased overall function or the organization whether it is for health care or teachers or businesses.

In enlightenment to the critical thinking idea, I can speak for health care.  Ever since, I have been in a leadership position, I have found it challenging to fully practice servant leadership with employees.  Perhaps, my understanding and personal perspective was a bit unaligned with what I had read.  I find while I am there to guide and facilitate staff, at the same time, I really have to firm and direct and use authoritarian style of leadership from time to time.  Perhaps with more experience I will gain better communication style and utilize different language and paraphrase it differently when getting the message across.  At this point,  I find if too nice, the work isn’t being done.

References

Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a strategic leader your role in your organizations enduring success. San Francisco, CA: Jossey-Bass.

Northouse, P. G. (2016). Leadership: Theory and practice. Los Angeles: SAGE.

As a healthcare employee and while serving the patients, residents, their families, and employees I have come to understand how each one is interconnected.  In order for success in any given organization it is essential to have a well-respected team, solid communication, recognition or roles and responsibilities of each other and how we all contribute.  Whether health care or any other organization, a leader solely is not the creator of such success, it is called team work.  So thank you for sharing the thoughts about visioning as stated in Hughes et. al 2014.  “Strategic influence is engendering commitment to the organization’s strategic direction by inviting others into the strategic process, forging relationships inside and outside the organization, and using organizational culture and systems and influence”(Hughes et. al. 2014, p.49.  Every member of the organization has something very valuable to share and must then be given the opportunity to do so.  I believe it the front line staff rather than leader who can bring more insight into the process of change, decision making and helping the organization vision.

Reference:

Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a strategic leader your role in your organizations enduring success. San Francisco, CA: Jossey-Bass.