How can you motivate your team to improve patient outcomes?

The goal of improved outcomes can often be viewed as too far removed from the daily grind. "There's nothing I can really do about it." Instead, break down the macro goal of improved outcomes to more manageable and personalized goals. Improved outcomes are a lag measure, and instead we should focus on lead measures--i.e., those steps that will have influence the desired outcome. This may be as a simple as instituting a post-visit call to remind the patient to continue taking antibiotics. Then, staff should be asked to track and report every time they achieved this lead measure. Through setting goals on these measures, reporting on progress to goals, and celebrating wins, it creates a culture of accountability and drives improved results.

In my experience this works best if it’s a collaborative effort. Having the team meet and create their own goals for the year and review together on a regular basis garners more buy in. There is often the need to realign priorities if organizational goals shift. Again, it’s better to meet as a team, establish key deliverables and prioritize together so teams are on the same page and have a shared understanding on how to move ahead.

In teams, motivation is especially important because it affects the team members' performance, productivity and satisfaction. Motivated teams are more likely to collaborate, communicate and innovate than unmotivated ones. Ways we can motivate teams members may include: - Celebrate the successes and achievements of your team members and patients - Provide constructive feedback and support for continuous learning and improvement - Encourage collaboration and communication among team members and with other health professionals - Foster a culture of patient-centred care and shared decision-making - Recognize the challenges and stressors that your team faces and offer resources and coping strategies

No one can kick a field goal if they do not know where the goalpost is. You have to set goals and expectations in order for your team to meet them. As the article said, The goal must be a smart goal.

I agree, it’s vital for the team’s success to engage in regularly scheduled meetings. This creates an opportunity to collectively establish teams goals and gives accountability when you follow up on future meetings. I also thinks it’s a great experience for everyone involved to also hold one on one meetings to discuss individual goals. This will foster relationship building between the staff and the leadership team. It will also help to encourage mentoring and opportunities to recognize individual successes.

Ideals die were they can't be nurtured. You must foster a culture of ownership and communication. Without the ability to speak up your team will not thrive or tell you when something is wrong.

I think the aspect of mentorship is so important. Some leaders cone into the role of managing and focused on the in/outs of the department that they neglect to take a few moments to empower their staff to utilize available resources in order to grow themselves professionally. I think some leaders are afraid of encouraging growth out of fear of losing talented employees. This violates a trusting relationship and puts a dimmer on morale by stifling an individuals growth potential.

Al fomentar en los equipos clínicos de trabajo una cultura de crecimiento y aprendizaje continuo basado en evidencia científica , y compartir las mejores prácticas de procedimientos de enfermería para la atención de pacientes con resultados medibles , los equipos ven y alcanzan objetivos en gestión del cuidado , junto a pacientes que evolucionan hasta su alta .

In my experience, motivating a healthcare team amidst stress and burnout requires a strategic, holistic approach. Education: Ensure the team grasps the nuances between burnout, moral injury, and compassion fatigue. This understanding fosters empathy, providing insights into each member's unique challenges. Open Communication: Encourage transparent dialogue, addressing stressors and concerns openly, so the team can collectively navigate challenges and maintain a focus on patient care. Revolutionary Tools for All: Introduce transformative tools for leadership and team members, beyond conventional solutions to create systemic changes and reshape the work environment, empowering everyone for a more balanced and fulfilling professional life.

Your team are your kids. How you are is how your team will act. You must have a team that is led by a leader. If you are nice and kind, your team will be nice and kind. if you are a bad leader, your team will be bad

I believe that leading by example is one of the essential tools in cultivating a successful team. I was a manager in periopertive healthcare for 6 years. I never asked my team to do anything that I wouldn’t do myself. You just can’t talk the talk. To gain respect, you must set an example.

The best leaders model the behaviors and values they expect from their teams. Therefore, provide at least the same level, if not more, of what you anticipate from your team: 1. Showcase genuine passion for patient care, participate in continuous education to enhance your leadership skills, and exemplify a high standard of clinical practice. 2. Engage in open communication and embrace transparency by openly sharing information, admitting mistakes when necessary, and holding yourself accountable. 3. Treat all team members with respect and provide constructive feedback that promotes professional growth. 4. Offer support during challenging times, exhibit an optimistic attitude, highlight successes, and instill a sense of hope and optimism.

Your team should be encouraged to communicate with you openly and honestly. Having an open door policy where team members can provide feedback without fear of repercussions is crucial. It's important that they feel comfortable sharing their thoughts and opinions so that you can work together to achieve your goals.