coaching part i. coaching in the or dabo swinney steve spurrier
TRANSCRIPT
Learning How to Drive
• A PowerPoint presentation
• A drivers manual
• The car keys and the freeway…
Knight, Jim. Instructional Coaching. California: Corwin Press, 2007. Print
Another Way• A PowerPoint
• A drivers manual
• An introduction to the car
• A lot of practice driving with a “coach”
• Freedom
Knight, Jim. Instructional Coaching. California: Corwin Press, 2007. Print
• Listening and watching
• Asking questions about what you see or hear
• Trying to improve people’s performance
• Getting people to understand how to help themselves
What is Coaching?A Quick Review
Rules To Guide You
Think about:
• What you saw
• Will coaching be effective for this team:• Is the culture ready for coaching in the OR?
• Should I coach in a one-on-one setting?
• Am I right the person to coach?
• What is going on in the OR • Is it a good time to coach?
How Feedback is Usually Given
• Criticizing
• Telling
• Yelling
• One-sided
• People are incompetent
Coach By Asking People Questions
• You are coaching adults
• You want them to figure things out on their own – through REFLECTION
• You want them to come to their own solutions if possible
• You are guiding them – not telling them… you want the “light bulb” to go off
Your Observatio
n:
I saw . . . .
Your Opinion:
I think it is important
to. . . .
Your Question: I wonder. .
.
Part 1: Your Observation
• Tell them what you saw:
• Be specific and clear
• Stick to the “facts” as you saw them
Examples of the Words
• “I saw”
• “I observed”
• “I watched”
• “The team did”
• “The team didn’t”
• “I noticed”
Part 2: Your Opinion
• Why you think what you saw is important
• This is your chance to explain why you pointed out what you did
Examples of Opinions
• “I think . . . ”
• “I believe . . .”
• “It is really important to . . .”
• “I am pleased because. . .”
• “I am concerned . . .”
Part 3: Your Question
• It will help the team reflect on what happened and if done properly help them to understand why
• You should try to be genuinely curious about what happened
Examples of Questions
• “Can you help me understand?”
• “I am curious, what do you think happened?”
• “How did that make you feel?”
• “Where do you think your team was coming from?”
• “What is your point of view?”
• “How did you experience that?”
• “I wonder what you think happened”
The Three Parts Put Together
1. “I noticed that the team did not debrief at the end of the case.”
2. “I think that the debriefing is really important.”
3. “Can you help me understand why that happened?”
Avoid Generalizations
• “I noticed that communication wasn’t very good. I think that having good communication is important. Can you help me understand what happened?”
• Instead, give specific examples.
Avoid Assuming You Understand People’s
Actions• "I noticed that you skipped the
introductions because you were in a hurry.”
Avoid Making the Team Guess What You Are Thinking
• “Can you tell me what you did wrong?” [when you already know exactly what you are after]
Avoid Questions That Already Contain the
Answer• “Don’t you think it would have been better if you would have done…”
• It’s better to let them figure it out rather than have you tell them so ask: Is there a better way that you could have done that?
Avoid Singling Out Individuals When You Are Coaching The
Team• “Dr. Brown I noticed that you didn’t participate in the briefing section. I think the briefing section is important. Can you tell me why?
How would you have coached the team to
remember the Heparin?• Write it on a sticky note
• Use memory
• Write it on the white board
• Paging the surgeon right away
• It wasn’t appropriate to coach the team about the heparin at this point in the case
As the coach, what would your reaction be to the surgeon
saying, “Speak now or forever hold your peace?”
• It was okay for the surgeon to say that. I shouldn‘t say anything.
• It is not okay for the surgeon to say that and I should talk to the surgeon about this now.
• It is not okay for the surgeon to say that and I will talk to him alone following this case.
• How do you think the coach did? Give him a grade:
• A = Excellent
• B = Above average, but it could have been improved
• C = Average
• D = Below Average
• F = Poor
Coaching the “Difficult” Team
• Our coaching skills can be challenged sometimes by situations and personalities
• Often, the best strategy is to move from coaching in the OR to coaching one on one outside the OR
Observation Tools In Today’s Training
• We will be using observation tools all day long
• We have observation tools available for you to use to coach in the OR
Using observation tools
can keep you focused• Can Keep you focused on what you
want to look for
• Can keep you organized
• Can help you watch each team in a standardized way
• Give you something to coach off of
The Results of Good Coaching
Are:• Everybody on the team is on the
same page
• Better morale
• Better functioning team
• Better patient care
TeamSTEPPS®: Strategies and Tools to Enhance Performance and Patient Safety. Agency for Healthcare Research and Quality, Rockville, MD. http://www.ahrq.gov/qual/teamstepps/