Scribd
Upload
43 views

Root Cause Analysis

SELF EVAL PPT

Uploaded by

dr.ajbir33
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
43 views

Root Cause Analysis

SELF EVAL PPT

Uploaded by

dr.ajbir33
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
You are on page 1/ 4

1

Leadership Reflection/Self Evaluation

Leadership Reflection/Self-Evaluation

Ajaybir Kalket

PNWU School of Occupational Therapy

OTH 570: Professional Seminar II

Dr. Jennifer S. Pitonyak

June 3, 2024
2
Leadership Reflection/Self Evaluation
I participated in a Root Cause Analysis & Error Disclosure Workshop as part of our

Interprofessional Education (IPE) activity on Thursday, February 22, from 4:30 pm to 6:30 pm

(PST). This workshop emphasized the Interprofessional Education Collaborative's (IPEC) core

competencies related to Values & Ethics, which are important for fostering a culture of safety

and collaborative practice in healthcare.

The session allowed me to analyze adverse events and effectively disclose errors to patients and

their families. I delved into the "Delay in Treatment" case, utilizing root cause analysis

techniques to identify systemic issues and develop strategies for error prevention. Additionally, I

practiced disclosing these errors in a compassionate and transparent manner, which is vital for

maintaining trust and promoting empathetic holistic practice, one of the cores of OT

(Occupational Therapy).

I reviewed the provided materials and completed the pre-session tasks to ensure my team's

success and enhance our overall learning experience. This preparation enabled me to engage

fully in the fast-paced activities. Being well-prepared made me performance better during the

session and equipped me with the skills needed to handle situations with professionalism and

empathy, which are important as a healthcare professional.

As an OT student and team leader in the IPE Core Session, I faced a challenging situation during

our discussion on the root cause analysis of the "Delay in Treatment" case. A team member from

another discipline expressed frustration with what they perceived as negligence by the nursing

staff. This comment created a tense atmosphere, shifting the focus from constructive problem-

solving to assigning blame to each other. I struggled to steer the conversation back on track,

resulting in a fragmented and unproductive discussion. There was also a time when one of the
3
Leadership Reflection/Self Evaluation
team members behaviors was not empathetic to the patient, which angered the patient, and it

took me a lot of time to calm him.

Reflecting on this experience, I realize I could have better managed the situation by actively

fostering a blame-free environment. For instance, I could have intervened by saying, "Let's focus

on identifying the systemic issues that contributed to this error rather than assigning blame to

individuals." This approach aligns with the principles of a culture of safety, emphasizing the

importance of open communication and collaboration without fear of repercussion. Encouraging

respectful dialogue and guiding the discussion with questions like, "What systemic factors could

have led to this error?" would have helped maintain a constructive atmosphere.

The theoretical perspective of transformational leadership resonates deeply with me for guiding

professional, compassionate, and culturally sensitive interactions. Transformational leadership,

focusing on inspirational motivation and individualized consideration, is vital for creating a

supportive and inclusive environment. For example, I could inspire team members during team

meetings by highlighting our shared goal of improving patient outcomes and recognizing each

member's unique contributions. Additionally, I can foster a more inclusive and motivated team

by taking the time to understand and address each team member's specific needs and

perspectives.

For effective client-centered care, the principles of servant leadership are particularly relevant.

Servant leadership emphasizes empathy, healing, and stewardship, which directly apply to the

OT role. For instance, when working with patients, I can practice empathy by actively listening

to clients' concerns and involving them in their care decisions. This approach builds trust and

ensures care provided is truly patient-centered. Additionally, by taking responsibility for


4
Leadership Reflection/Self Evaluation
managing resources effectively, I can help ensure that the care I provide is both efficient and

effective.

Reflecting on my performance in the IPE Core Session, I recognize that I initially struggled to

balance leading the team and encouraging open participation, which is critical for leadership

skills. With my new understanding of leadership theories, I see the need to enhance team

collaboration and communication. For instance, implementing regular check-ins with team

members to ensure everyone feels heard and valued can improve team dynamics. Promoting

reflective practice by encouraging team members to reflect on their experiences and identify

personal and professional growth areas can also lead to continuous improvement. Getting and

implementing the feedback will help me make my practice more collaborative.

I am committed to applying these insights to improve team dynamics and patient outcomes. By

fostering a blame-free environment, promoting respectful dialogue, and practicing

transformational and servant leadership, I aim to create a more collaborative and effective

interprofessional team. This will enhance my ability to work together and improve the quality of

care we provide to my patients.

You might also like