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CONFIDENTIAL – For Discussion Only

Community & ComarderyStanford WellMD Director Course

Megan Mahoney, MDMarch 2, 2021

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CONFIDENTIAL – For Discussion Only

Quotes

• “Building belonging in the medical workplace”

• “Relationships, engaging collaboratively with others”

• “Helping others”

• “Sharing best practices to improve wellness at work”

• “Improving the culture towards more supportive”

• “Tangible strategies and interventions to implement to bring wellness and camaraderie from the wellness committee to the medical staff at large”

We are only as strong as we are united, as weak as we are divided. J.K. Rowling

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CONFIDENTIAL – For Discussion Only

Burnout Drivers- Lack of control and flexibility

- Problems with organizational culture and values

Ideal Work Elements- Partnership

- Trust and respect- Control and flexibility

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Swenson SJ. Shanafelt TD. Mayo Clinic Strategies to Reduce Burnout. 2020.

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3/1/21

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CONFIDENTIAL – For Discussion Only

Psychological Safety

Psychological Safety = Mutual Respect + Team Culture

Take the pronoun test

ENGAGEMENT/COLLABORATION“WE/US”

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CONFIDENTIAL – For Discussion Only

Good teamwork leads to

↑ Professional satisfaction↑ Engagement

↑ Productivity↓ Burnout

Stanford Primary Care 2.0

Swenson SJ. Shanafelt TD. Mayo Clinic Strategies to Reduce Burnout. 2020.

Helfich CD et al. The Association of Team-Specific Workload and Staff with Odds of Burnout Among VA Primary Care Team Members. JGIM. 32(7):760-6

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CONFIDENTIAL – For Discussion Only

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3/1/21

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CONFIDENTIAL – For Discussion Only

Stanford Primary Care 2.0

Primary Care 2.0 was associated with:

1) Lower provider and staff burnout scores2) Stronger team dynamics scores

3) Higher visit volumes per day

4) Decreased labor costs decreasedShaw JG , W inget M , Brown-Johnson C , M orrison T, M ahoney M , Prim ary Care 2.0, Team Developm ent, and Burnout: F indings from a Prospective Evaluation of a Novel M odel of Advanced Team Care w ith Expanded M A Support

Welcome New Members

Get to know each other (Humble Inquiry techniques)

Bidirectional communication/ Feedback Mechanism

Clear Role Definition/Everyone Practices at the top of their license

Employee Resource Groups/ “Safe Havens”

Morning huddles

Appropriate responses/Handle conflicts

Multidisciplinary trainings

Recognition

TANGIGLE STRATEGIES AND INTERVENTIONS

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CONFIDENTIAL – For Discussion Only

Scenario

• You are a surgeon on rounds in the ICU and in a patient room checking the monitor when a nurse you have not met before approaches you and asked you with an accusatory tone, “Excuse me! May I help you? What are you doing here?” You immediately think, “I am wearing my uniform with my badge showing.” After showing your ID, the nurse says, “Oh okay. Thanks.” and walks away.• What do you do?• What does your organization do?

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CONFIDENTIAL – For Discussion Only

Scenario

• You are working with a group of team members planning the COVID vaccine roll out in your clinic. A medical assistant tells you privately that she does not feel comfortable raising her concerns about the materials not being available in Spanish. • What tools might help with empowerment and engagement?

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3/1/21

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CONFIDENTIAL – For Discussion Only

Discussion and Q&A

• Why is this important?

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CONFIDENTIAL – For Discussion Only

Thank you!

By embracing humility — recognizing the inevitability of surprises and unknowns — and concentrating on systems that can survive and indeed benefit from such surprises like a coral reef, we can triumph over volatility….

In effect, we needed a system that, without knowing in advance what would be required, could adapt to the challenges at hand; a system that, instead of converting a known x to a known y, would be able to create an unknown output from an unpredictable input.

― General S McChrystal, Team of Teams: New Rules of Engagement for a Complex World

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