Principles of Engagement

Reciprocal Relationships-roles and decision making authority of all partners are defined collaboratively and clearly stated.

Co-Learning-stakeholder partners are not turned into researchers are helped to understand the process. In turn the researchers will learn about patient centeredness, engagement and incorporate partners into the research process.

Partnerships-Time and contributions of stakeholder partners are valued and demonstrated in fair financial compensation, reasonable and thoughtful requests of time. The team is also committed to diversity, cultural competency and include accommodations for the needs of the stakeholder community when appropriate.

Transparency-major decisions are made inclusively and information is shared readily with all research partners.

Honesty and Trust -All partners are committed to open and honest communication with one another.

Adapted from the Patient Centered Outcomes Research Institute

for full text see: https://www.pcori.org/sites/default/files/Engagement-Rubric.pdf

Nothing

About

Me

Without

Me

If you want to go fast, go alone. If you want to go far, go together. -African Proverb

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Partnering Rally Cry

EMPATHY

a feeling of being with another

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EYE CONTACT

MUSCLES OF EXPRESSION

POSTURE

AFFECT

TONE OF VOICE

HEARING THE PERSON

YOUR RESPONSE

Let no one ever come to you without leaving better

Mother Teresa

Tips for Facilitators

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• Stay neutral but kind to all
• Ask open ended questions to generate shared understanding.
• Ask specific questions to eliminate assumptions and ensure accuracy.
• Listen reflectively. Affirm what you hear, summarize, capture and share notes for accuracy and edits
• Attend promptly to signs of disengagement. (do you know them?) Ongoing criticism, contempt, withdrawal or defensiveness may be a sign of unmet needs.
• Assume nothing said is personal or intended to be harmful. (everyone is fighting a big battle!)
• Remain calm during "storms" of conflict. Guide the team THROUGH conflict, don't avoid it.
• Face confusion or concerns with compassion and confidence. (We've Got This!)
• Believe in everyone's best intentions.
• Believe in each members brilliance, intelligence, worthiness and right to influence outcomes.
• Listen deeply to the desires of the group.
• Empathize with suffering.
• Motivate action. Relate thoughts and ideas to next steps.
• Face down the tyranny of the urgent with composure.
• People first, then project goals. Health and Safety preempt tasks and assignment.
• Believe that crucial conversations are learning opportunities.
• Challenges faced are life enhancing and transformative.

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She who does the work, reaps the rewards

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Cultural and Social Awareness

Look for the helpers. You will always find people who are helping.

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Fred Rogers

Struggle can find no foothold when confronted with gentleness, because conflict can only exist when fed by two opposing forces.

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Teamwork Makes the Dream Work

The 5Rs for Successful Teamwork

Coming together is a beginning

Staying together is progress

Working together is success

Henry Ford

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Grownups know that little things matter … and that relationships are based on respect and reciprocity.

— Margaret Carlson, Time, 4 June 2001

Teamwork depends on a clear understanding of:

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ROLES

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RESPONSIBILITIES

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REQUIREMENTS

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RESOURCES

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RESPECT

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The 6Cs of Successful Partnerships

Communication

Confidentiality

Compensation

Conflict

Conversations

Credit

A different language is a different vision of life

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Federico Fellini

Conversation is Food for the Soul

Proverb

The 7Ss of Successful Partnering

Success is no accident.

It is hard work, perseverance, learning, studying, sacrifice and MOST of all, LOVE of what you are doing.

-Pele

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Showing Up

Staying Informed

Speaking Up

Sharing Wisdom

Seeking All Perspectives

Staying Steady

Sticking Together

Photo courtesy of Anne Marie Littenberg

O.A.R.S.

The Spirit of Motivational Interviewing

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Insight, I believe, refers to the depth of understanding that comes by setting experiences, yours and mine, familiar and exotic, new and old, side by side, learning by letting them speak to one another. The human species thinks in metaphors and learns through stories.

Mary Catherine Bateson

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OPEN ENDED QUESTIONS

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AFFIRMING RESPONSE

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REFLECTIVE LISTENING

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SUMMARIZE UNDERSTANDING

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�The Appreciative Response Process

Lead In Talking Points

The goal of our session today will be to create an environment of bi-directional learning, collaboration, shared decision making, responsibility and accountability.

• During this meeting/session we will be considering all points of view and opinions about (topic). (name of developer) is/has been/will be paying close attention to your lived experience and what you care about.
• We all hold a stake in the outcomes of this (product) so today is a chance for everyone to influence the outcomes.
• We all will influence the process by how we present our point of view.
• Use I statements : (I appreciate, I need more clarity, I want to understand, I would like to suggest, I can imagine, I can envision, I can help...)
• Remember: We will not be making any final decisions today.
• We will collect all ideas and contributions and match them to the needs and strengths of the end users of the (product) under review.
• There are 6 steps to this facilitated process- We may or may not get to all 6 steps today. No matter how much we accomplish it will be valuable to our developers.
• Avoid cross talk, private side conversation or criticizing another’s point of view.
• Brainstorming and problem solving comes in steps 5 and 6.
• To ask for clarification please say, “Please say more about…” Or “Please clarify” or “Could you give an example?” or “Could you be more specific?”
• The time will be carefully moderated so that all have a chance to be heard.
• A spirit of co-learning and appreciation will be facilitated in order to keep our team respectful at all times.
• Please do not enter into argument with anyone.
• Please take notes to remember any thoughts occuring while another is speaking.
• Please do not use the chat feature (if meeting is virtual) unless you have a tech or participation concern. If you prefer observing, and providing comments after the meeting, please let us know at the beginning of the meeting.
• Optional: Decisions to make changes to the (product) under review will be made either as a group by consensus, nominal group voting or if necessary, the developer will be designated a leader to break a tie.

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The Appreciative Response Process

(at a glance)