Interprofessional
Collaboration
refers to the cooperative effort
and effective communication
among healthcare professionals
from different disciplines to
optimize patient outcomes.
Importance of
Interprofessional
Communication
in Health Care
Enhances
patient safety
and quality of
care
Facilitates
comprehensive
and holistic
patient
assessments
Promotes
efficient
resource
utilization
Improves
Healthcare
outcomes and
Patient
Satisfaction
Fosters
Interdisciplinary
learning and
professional
growth
Standards for
Healthy Work
Environment
- E a c h t e a m m e m b e r n e e d s t o
“ b u y i n “ t o t h e c o l l a b o r a t i v e
t e a m c o n c e p t
S h a r e d M e n t a l M o d e l
O p e n C o m m u n i c a t i o n - t h e a b i l i t y f o r i n d i v i d u a l s t o
f r e e l y c o n v e y t h e i r t h o u g h t s
a n d i d e a s t o e a c h o t h e r
C o l l e g i a l i t y - t h e s h a r i n g o f k n o w l e d g e
a n d r e s p o n s i b i l i t y a m o n g s t
c o l l e a g u e s
Elements of a Healthy Workplace Environment
- Must be as efficient in communication skills as
they are in clinical skills. - Nurses must be relentless in pursuing and
fostering true collaboration. - Nurses must be valued and committed partners in
policy making, directing and evaluating clinical
care, and leading organizational operations. - Staffing must ensure the effective match between
nurse competencies and the needs of people they
care for. - Nurses must be recognized and recognize others
for the value they bring to the work of the
organization. - Nurse leaders must fully embrace the imperative
of a healthy work environment, authentically livid
and engage others in its achievement.
Teamwork and
Communication
- Teamwork is both a role-focused process
and a task-based process - Team members have unique personalities,
egos, and skill sets - Playing to each team member’s strength
enhances the ability to provide safe, quality
care - Effective teamwork requires each member
to have the requisite knowledge, skills and
attitudes (collective efficacy, shared vision,
team cohesion, mutual trust, and shared
orientation)
Barriers to Effective
Team Communication
B a r r i er s i n cl u d e:
* h i er a r ch i ca l
s t r u ct u r es ,
* v a r i a t i o n s i n
co m m u n i ca t i o n
s t yl es ,
* l a ck o f t i m e a n d
co m p et i n g s ch ed u l es ,
* d ef en s i v en es s a n d
co n f l i ct .
I n ef f ect i v e
co m m u n i ca t i o n o f t en :
* l ea d s t o
d i s a g r eem en t s ,
* i n j u r ed f eel i n g s
* u n s a f e ca r e.
* P o o r co m m u n i ca t i o n
i s o n e o f t h e
u n d er l yi n g ca u s es o f
co n f l i ct .
Disruptive Behaviours
In the hospital
- Disruptive behaviour is
fairly common in hospital
settings. - 1/2 to 3/4 of nurses’
report being subjected to
disruptive behaviour at
some time. - Researchers have found more
nurse-nurse disruptive
behaviours than nurse-physician
disruptive behaviours. - Occur more often in high-stress
areas such as operating rooms,
emergency departments and
psychiatric departments.
Ou t c o m e s o f Dis ru p t ive Be h a vio u r
Patients
* Barrier to effective
healthcare
* Serious medical
errors
* Decreased Patient
Satisfaction
* Increased levels of
readmission to the
hospital
Nurses
* Job stress and
abandonment
* Lost productivity
and task
avoidance
* Poor morale and
loss of confidence
* Adversely affect
nurses’ physical
and mental health
Organization
* Financial issues
related to
absenteeism
* Increased staff
turnover
* Losses in
productivity
* Increases in care
errors and legal
action
Psychological
Safety
e f e r s
t o a n e n v i r o n m e n t w h e r e
i n d i v i d u a l s f e e l s a f e t o
e x p r e s s t h e m s e l v e s , t o t a k e
r i s k s , a n d s h a r e i d e a s
w i t h o u t f e a r o f n e g a t i v e
c o n s e q u e n c e s
Beneficence of
Psychological
Safety
- En h a n c e d T e a m w o r k a n d
C o l l a b o r a t i o n - I n c r e a s e d j o b s a t i s f a c t i o n
a n d e n g a g e m e n t - I m p r o v e d c o m m u n i c a t i o n
a n d i n f o r m a t i o n s h a r i n g - P r o m o t e s l e a r n i n g a n d
i n n o v a t i o n - R e d u c e s s t r e s s a n d b u r n o u t
Factors
Affecting
P s y c h o l o g i c a l
S a f e t y
- T r u s t : B u i l d i n g t r u s t a m o n g t e a m
m e m b e r s a n d l e a d e r s . - R e s p e c t : T r e a t i n g o t h e r s w i t h
d i g n i t y a n d v a l u i n g d i v e r s e
p e r s p e c t i v e s . - O p e n C o m m u n i c a t i o n :
E n c o u r a g i n g o p e n d i a l o g u e a n d
a c t i v e l i s t e n i n g . - N o n - P u n i t i v e E n v i r o n m e n t :
F o s t e r i n g a n a t m o s p h e r e w h e r e
m i s t a k e s a r e o p p o r t u n i t i e s f o r
l e a r n i n g , n o t p u n i s h m e n t . - S u p p o r t i v e L e a d e r s h i p : L e a d e r s
w h o m o d e l a n d p r o m o t e
p s y c h o l o g i c a l s a f e t y .
Signs of Psychologically Safe
Workplace
- Open and inclusive
communication - Willingness to ask questions
and seek clarification - Acceptance of diverse
opinions and feedback - Constructive conflict resolution
- Support for professional growth
and development
Strategies to
Promote
Psychological Safety
1 . E nc our a g e p a r tic ip a tio n:
Cr ea te op p or tunit ie s for
ever yone to c ontr ib ute a nd
sha r e their id ea s.
2 . Ac tive listeni ng : Pr a c tic e
a ttentive listeni ng a nd
va lid a te other s’ p er sp ec tives.
3 . Foster c olla b or a ti on : Pr omote
tea mwor k a nd emp ha siz e the
va lue of c ollec t iv e effor ts
4. P r o v i d e c o n s tr u c ti v e f e e d b a c k:
Of f e r f e e d b a c k i n a s u p p o r ti v e
m a n n e r to h e l p i n d i v i d u a l s
i m p r o v e w i th o u t f e e l i n g
c r i ti c i z e d .
5 . A d d r e s s a n d l e a r n f r o m
m i s ta ke s : E n c o u r a g e a l e a r n i n g
c u l tu r e w h e r e m i s ta ke s a r e s e e n
a s o p p o r tu n i ti e s f o r g r o w th a n d
i m p r o v e m e n t.
Factors that affect Nurse Behaviour to
other team members
- Gen d er - r ed ef i n i n g t r a d i t i o n a l g en d er s t er eo t yp i ca l
b eh a v i o u r s - H i er a r ch y- Di f f er en ces i n p o w er , p er s p ect i v e, ed u ca t i o n ,
s t a t u s a n d p a y m a y b e b a r r i er s t o w o r kp l a ce co m m u n i ca t i o n - C o m m u n i ca t i o n S i l o s - ea ch h ea l t h ca r e p r o f es s i o n w a s
ed u ca t ed s ep a r a t el y, ev o l v i n g t h ei r o w n u n i q u e v o ca b u l a r y - Gen er a t i o n a l Di v er s i t y- m em b er s o f o l d er a n d yo u n g er
g en er a t i o n s d i f f er i n t h ei r p r ef er r ed co m m u n i ca t i o n s t yl es
Conflict
Resolution
-Identify Sources
of Conflict
-set goals
-implement solutions
Conflict
Management
- R ef r a m e
- A s s u m e r es p o n s i b i l i t y
- I d en t i f y yo u r g o a l
- Ob t a i n f a ct u a l d a t a
- I n t er v en e ea r l y
- A v o i d n eg a t i v e co m m en t s
a f f ect i n g s el f - es t eem - C o n s i d er t h e o t h er ’ s v i ew p o i n t
STRATEGIES TO REMOVE BARRIERS TO
INTERPROFESSIONAL
COMMUNICATION
Individual Strategies to Deal with Workplace Conflict: Attitudes such as respect, valuing others,
willingness to collaborate, open communication
Model Behaviours that Convey Respect: You have an ethical responsibility to treat co-workers with
respect
Mentor New Nurses: Nurses need effective mentoring, support, orientation and teamwork to feel
accepted as a colleague
Clarify Communication: If miscommunication occurs, seek clarity by owning your own part in the
misunderstanding. Use formats such as SBAR to communicate
Clarify Roles: Along with understanding and describing own role, have an understanding of other roles
in the healthcare team
Other Conflict
Resolution
Strategies
- S e l f - R e f l e c t i o n
- T a k e S t r e s s - R e d u c t i o n
M e a s u r e s - C o m m i t t o C o l l a b o r a t i v e
R e s o l u t i o n P r o c e s s - D e v e l o p P r o c e s s t o
r e s p o n d i n g t o p u t - d o w n s - U s e S t a n d a r d i z e d
C o m m u n i c a t i o n T o o l s a n d
L i s t s - C r i t i c i z e c o n s t r u c t i v e l y
- D o c u m e n t a n d R e p o r t
D i s r u p t i v e B e h a v i o u r s - D e v e l o p a S u p p o r t S y s t e m
Re s p o n d in g t o Pu t - Do w n s
- Address the objectionable or questionable disrespectful behaviour first.
- Briefly state the behaviours and its impact on you.
- Once the put-down has been dealt with, you can discuss any criticism of your own
behaviour on its own merits - Prepare a few standard responses. Examples might include: “I found your comments
very disturbing and insulting”, “I feel what you said as an attack. That wasn’t called for
by my actions.”
Constructive Criticism
giving:
1.Express caring
2.Describe the behaviour
3.State expectations
4.List the consequences
Receiving:
1.Listen and paraphrase
2.Acknowledge that you are taking
suggestions seriously
3.Share your story about the
behaviour without being defensive
4.Develop a plan for the future
Org a n iza t io n a l
St ra t e g ie s fo r Co n flic t
Pre v e n t io n a n d
Re s o lu t io n
- Organizational
climate - Promote opportunities
for interdisciplinary
communication - Promote
understanding of
organizational system - Promote clear policies
Summary
- Workplace conflict is inevitable but often can be
either averted or minimized. - Conflicts should be addressed early and in a
professional manner. - Developing a habit of clear interdisciplinary
communication because it can enhance outcomes.
