Week 3: July5-July11
One of my personal objectives in this class is to improve communication with coworkers. This objective came out of an awareness of my tendency to run into situations where others feel I have been offensive. The thing is, I actually make an effort not to be offensive. So when it occurs I am usually surprised that whatever I said has offended someone. Feedback I have received has included "it's not what you said, it's how you said it" and "I can't explain it, but there is something about the way you said that" or "it is just something about your tone". I think there is a kind bluntness to my communication. I am not intentionally rude so I say it kindly but it is blunt nonetheless.
This week with my preceptor, I assisted her with the resolution of an incident report. Actually, there were three incidents committed by 1 person on 1 day. This high level of error led to the Risk Manager of the facility contacting Rosemary to discuss the employees job placement. In the discussions, we uncovered that there was actually a process improvement issue across the board. Staff are not following the patient identification policy and there are HIPAA violations occurring because of it.
My blunt tendencies, were revealed as Rosemary and I discussed the employee and her future. I asked Rosemary what is the turning point in the employees relationship with the company. When does it become a move toward releasing them? She stated that it is all about the attitude. That if an employee does not want to take steps to improve themselves and is resistant to the correction then it is probably time for them to go. I was ready to give up on the employee.
I was witness to numerous conversations about this employees future and livelihood. I learned from the different types of communication techniques demonstrated by Rosemary and the Risk Manager. Especially in the way they spoke about this sensitive issue with respect for the employee. Not just the words used but the content of their conversation. They were working on developing a plan that would help this employee be successful. They weren't ready to give up on her. Even if this particular job assignment "wasn't a good match" for her they weren't ready to give up. There was no apparent bluntness.
7/7: 7 hours
7/10: 4 hours
Total: 24/60
One of my personal objectives in this class is to improve communication with coworkers. This objective came out of an awareness of my tendency to run into situations where others feel I have been offensive. The thing is, I actually make an effort not to be offensive. So when it occurs I am usually surprised that whatever I said has offended someone. Feedback I have received has included "it's not what you said, it's how you said it" and "I can't explain it, but there is something about the way you said that" or "it is just something about your tone". I think there is a kind bluntness to my communication. I am not intentionally rude so I say it kindly but it is blunt nonetheless.
This week with my preceptor, I assisted her with the resolution of an incident report. Actually, there were three incidents committed by 1 person on 1 day. This high level of error led to the Risk Manager of the facility contacting Rosemary to discuss the employees job placement. In the discussions, we uncovered that there was actually a process improvement issue across the board. Staff are not following the patient identification policy and there are HIPAA violations occurring because of it.
My blunt tendencies, were revealed as Rosemary and I discussed the employee and her future. I asked Rosemary what is the turning point in the employees relationship with the company. When does it become a move toward releasing them? She stated that it is all about the attitude. That if an employee does not want to take steps to improve themselves and is resistant to the correction then it is probably time for them to go. I was ready to give up on the employee.
I was witness to numerous conversations about this employees future and livelihood. I learned from the different types of communication techniques demonstrated by Rosemary and the Risk Manager. Especially in the way they spoke about this sensitive issue with respect for the employee. Not just the words used but the content of their conversation. They were working on developing a plan that would help this employee be successful. They weren't ready to give up on her. Even if this particular job assignment "wasn't a good match" for her they weren't ready to give up. There was no apparent bluntness.
7/7: 7 hours
7/10: 4 hours
Total: 24/60
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