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Relating Across Difference

An Improvement Process for Clinical Units

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Workshop 4

Improve the Relational Core of a Work Process -

Monitor and Sustain the Relational Core of a Work Process

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April 30, 2024

Olawale Olaleye, PhD (oolaleye@brandeis.edu)

Anthony Suchman, MD (asuchman@rchcweb.com)

Jody Hoffer Gittell, PhD (jgittell@brandeis.edu)

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8:00 Welcome, check-ins

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8:15 Reflect on project with attention to experience of sharing findings with the team (Rosy and team)

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8:45 Reflect on project with attention to RC/RAD survey findings (Mark)

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9:15 Reflect on your project using this RC/RAD Presentation Template (All)

  • 2 teams with 10 minutes per team

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9:45 BREAK

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10:00 Reviewing the curriculum RC/RAD Toolbox (All)

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10:30 Discuss (All)

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Agenda

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Discussion Questions

  • How are you seeing the work of quality (process?) improvement differently because of our work together on RC/RAD?

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  • What have you learned and what are you still hoping to learn?

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  • What potential do you see for including these RC/RAD skills and tools in your QI (PI?) work?

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MGB Workshop Feedback

  • RC Survey
    • Time to complete is long. Anything to shorten will be useful. Fewer workgroups - Guidance for how to select fewer workgroups. Most surveys go from 10sec to 5mins
    • Using a grid format for the RC questions - Wale
    • What does ‘experience’ mean for the RAD questions - elaborate on that it is at work - “working in this organization”, “experience in this work process”...
    • Sharing a mock up survey before the main survey launches will be helpful - and sample report - we have in toolbox now
    • Include link/paper on validation of RC survey
  • Toolbox
    • Add case study to tool box - Jody
    • Summarize some of the journal articles to a few slides (relational approaches to equity) - what and why? - Jody
    • Set up the toolbox by phases of the project -
    • Summarize Chloe Valdary video into slide - Wale
    • Include link to Amy and Ingrid's Systematic Review on validation of RC tool
  • Elevator Pitch Ideas
    • Having more joy at work
    • Helping us to feel like a team
    • Because we feel like a team, we can fight burnout
    • Giving us the opportunity to finetune how we work together
    • Figure out what matters the most to leaders/stakeholders and find connections between that and RC/RA

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Relational map for [your work process]

  • We’ve included photos of your original relational maps in the following slides.
  • We’ve also included a template to share an updated version if you refined yours further.
  • For those who have survey results, feel free to share those relational maps instead.

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WEAK RC

STRONG RC

MODERATE RC

[Your work process]

Workgroup 6

Workgroup 1

Workgroup 5

Workgroup 2

Workgroup 4

Workgroup 3

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Strengths observed on your relational map (or your survey results)

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Challenges observed on your relational map (or your survey results)

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Social identity differences observed in the workgroups on your relational map (or your survey results)

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How might those social identity differences impact the coordination you see on your map (or your survey results)?

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For those who launched the RC survey, anything surprising about your findings?

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Tools from the Toolkit that you used or could use to address these social identity differences?

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What are the challenges/constraints you encountered in the process of doing this work?

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