Using Professional Behaviors to Facilitate Successful Clinical Practice: Cognitive Knowledge & Psychomotor Skills are not Enough!

Corrections n Chapter 1, Page 5 –Change – To n Chapter 9, Page 14

Assumption #1 A repertoire of behaviors, in addition to a core of knowledge and psychomotor skills, is important to be successful in any profession.

Repertoire of Behaviors Facilitates: n Generalizing from one context to another n Integrating information from different sources n Applying knowledge and skills in the practice setting n Synthesizing cognitive, affective & psychomotor behaviors n Interacting effectively with clients, families, community, & colleagues

Expected Outcomes n Rewarding work environment n Increased productivity n Retention of key personnel n High level of performance n ???

Think, Pair, Share Characteristics of students who were: Successful Not Successful

Job Outlook 2003 Top 10 Qualities/Skills Communication Skills Flexibility/Adaptability Honesty/IntegrityComputer Skills Teamwork SkillsOrganizational Skills Interpersonal Skills Motivation/Initiative Strong Work Ethic Analytical Skills National Association of Colleges & Employers

Skillful Practice n Knowing-in-Action n Reflection-in-Action n Reflection on Reflection-in-Action

Chapter 1 Worksheet Reflection & Discussion

Facilitating Development of Professional Behavior n Model n Teach n Learn

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

Chapter 2 Worksheet Reflection & Discussion

What is the one, the most important, quality required for success?

Sharing Expectations that are clear, explicit and public “You’ve got to be careful if You don’t know where You are going ‘cause You might not get there.” Yogi Berra

What will embracing these Behaviors (values) do for: n Patients? n You? n Practice? n Profession? n Society? Ownership!!!

Chapter 3 Worksheet Reflection & Discussion

“Any road will get you there is you don’t know where you are going.” “Attitudes are caught rather than taught.”

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

Providing Opportunities to practice and learn expected behaviors “We are what we repeatedly do. Excellence, then, is not an act, but a habit.” Aristotle

Chapter 4 Worksheet Reflection & Discussion

“Some things cannot be taught, But they can be learned.” John Dewey (1895)

“Experience is not what happens to you; it is what you do with what happens to you.” Aldous Huxley

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

Ongoing Assessment by a manager, by a peer, by oneself “Only mediocre people are always at their best.” Somerset Maughan

Self Assessment & Critical Thinking

Assumption #6 Ongoing professional growth and depends upon the ability to effectively self assess.

“We do not deal in facts when we are contemplating ourselves.” Mark Twain

Assessment-as-Learning “A Process, integral to learning, that involves observation and judgment of performance on the basis of explicit criteria, with resulting feedback.” Manual, page 45

Assessment Drives Learning Plan Accordingly!!

AND… It must be linked to desired Outcomes!!

Assessment Essentials n Clear, Explicit & Public Expectations n Samples of Performance n Student Participation n Methods (Involve Students) n Judging Performance –Performance, not Person –Focus on predetermined criteria

Chapter 5 Worksheet Reflection & Discussion

The value and importance of assessment in the facilitation process cannot be over-stated…truly at the center of the process.

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

Providing Feedback when coaching, guiding and counseling “They call it coaching, but it is teaching. You do not tell them it is so, You show them the reasons why it is so and you repeat and repeat until they are convinced, until they know.” Vince Lombardi

Requirements of Effective Feedback n Provide clear, explicit, public Expectations n Focus on observing performance n Communicate to facilitate thinking, learning and performance of desired behaviors n Understand what effective feedback looks, feels, sounds like n Use feedback as key aspect of coaching, guiding and counseling n Model how to give and receive feedback

Characteristics of Effective Feedback n Descriptive, not evaluative n Specific, not general n Focused on behavior, not personality n Shared information, not giving advice n Current, not delayed n Limited in amount at any one time n Focused on behavior that can be remedied

Chapter 6 Worksheet Reflection & Discussion

“Reinforcing (or amplifying) feedback processes are the engines of growth.” Peter Senge, The Fifth Discipline

Groups of Three Activity n Faculty, Student, Observer n Problem: Communication n Faculty gives feedback to Student n Faculty Self Assesses n Observer gives feedback to Faculty n Student gives feedback to Faculty n Faculty gives feedback to Observer (Helpful and Not helpful, P. 159)

Feedback: A Learned Skill n Commitment n Time n Practice

Chapter 6 Worksheet Reflection & Discussion

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

Structuring Growth through remediation and enhancement of performance “The struggle for today is not only for today – it’s for a vast future, also.” Abraham Lincoln

Change Requires: Planning PlanningCommitmentFacilitation

Facilitating Relationship FrameworkResourcesEnvironment

Assumption #10 The process of becoming socialized into a profession requires hard work & takes a long time; therefore, it must begin early. The reward is that socialization, once achieved, lasts a lifetime.

Chapter 7 Worksheet Reflection & Discussion

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

Imposing Consequences if expected behaviors are not learned and demonstrated consistently at the required level of proficiency “In nature there are neither rewards nor punishments – there are consequences.” Robert Green Ingersoll

Assumption #7 n Not all in supervisory role are comfortable assessing professional behavior n …Must be empowered to do so, and must learn to do so in ways that are effective and efficient

Assumption #9 There must be CONSEQUENCES that are supported and adhered to if explicit, public expectations are not met.

Chapter 8 Worksheet Reflection & Discussion The Consequences of not having Consequences!

“Logical consequences are the scarecrows of fools and the beacons of wise men.” Joseph Priestley (1774)

The Facilitation Process “Recursive” n Sharing Core Abilities as Expectations n Providing Opportunities to Practice & Learn n On-going Assessment n Providing Feedback n Structuring Growth n Imposing Consequences

“Different people in the same structure tend to produce qualitatively similar results.” Peter Senge, The Fifth Discipline

Role of Faculty & Students

Role of Faculty n Appraisal Process n Facilitating Relationship n Provide Opportunities n Possibility Thinker (Visualizer) n Model n Mentor n Assessment & Feedback n Listen n Challenge to Higher Level n Culture n ???

Role of Students n Make most of Opportunities n Practice n Self Assess n Ready, Fire, Aim n Professional Development Plan n Ownership n ???

“Success is a journey, Not a Destination”

Chapter 9 Worksheet Reflection & Discussion New Actions!!

Plan of Action n New Action n See, Hear, Feel n Activities n Resources n Implementation Date

Expected Outcomes n Rewarding work environment n Increased productivity n Retention of key personnel n High level of performance n ???

Summary “Only a fool wants to hear the echo of his own voice.”

For Additional Information, Comments, Discussion Warren May Phone/fax