The Importance of Relational Feedback (Nursing)

by Amber Vanderburg

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    00:00 Shrewdavy saw Rovy walking down the hall towards her.

    00:04 The 2 have worked together for years, but only spoken a handful of times.

    00:10 Rovy only spoke to her when he had a problem with her performance or needed her to do something.

    00:18 He rejected conversation when Shrewdavy tried to speak with him otherwise.

    00:22 Now, Shrewdavy had noticed several big errors in Rovy's performance and she needed to speak with him.

    00:31 However, because they had little relational capital, a somewhat uncomfortable conversation now seemed impossible.

    00:40 This brings me to another important aspect of communication in your team.

    00:45 You need to build relationships with your team members.

    00:51 Remember that trust is the foundation of a higher performing team and communication is critical to trust.

    01:00 Trust is only built through small opportunities exemplified consistently over time.

    01:09 Here are a few practical ways that you can build relationships.

    01:15 First, you can champion your team members' success.

    01:19 This means being available for any questions, available to support, encourage, advice, and give resources to help champion your team.

    01:31 You can build trust by sharing successes, setbacks, lessons, and best practices in a genuine way that aims to help champion the support of others.

    01:43 Next, you can be mindful of your responsiveness.

    01:47 I've had a manager of a cardiac floor ask for feedback from his team and received only bland generic responses.

    01:57 The comments were noticeably elusive to any real substance.

    02:03 I began to work with the team and noticed that the manager did not respond to informal feedback in a healthy manner.

    02:11 He would become defensive, dismissive, and disregard the insight from his team.

    02:18 The team recognized that truthful feedback in a formal review would likely be as ineffective as the feedback in his informal daily situations.

    02:30 Be mindful of your responsiveness.

    02:34 Also in your team, designate intentional time to check in even if you are a travel nurse and will not be in the unit for longer than your 3-month contract, I want you to check in.

    02:50 I was working with 1 team that had a team member that was extremely private.

    02:56 The team felt uncomfortable around this team member as the private individual would actually ignore others and avoid interaction.

    03:06 This made collaboration conversations very difficult.

    03:10 Here was my solution for this case.

    03:13 I challenged the individual to engage in morning conversation in the break area every morning.

    03:20 That was it. 5-10 minutes in the morning, nothing more, nothing less.

    03:27 Those 5-10 minutes were transformational.

    03:32 The team began to learn more about the team member and build trust.

    03:37 The daily check-ins were a simple yet powerful way to create trust in the team.

    03:44 I get it especially if you are moving around to different units and you won't be there long, but these 5 to 10-minute conversations are where you can build trust.

    03:56 Learn who to ask for help and create a more effective team.

    04:02 Lastly, understand that I am not saying that you have to become bestfriends with all of your team members.

    04:11 Well, that is the situation for some teams, that is not always the case.

    04:16 My standard is to get to the point where you can have a conversation, understanding, and respect to trust each other well enough to perform with confidence with your team members.

    04:30 Some teams may already have tension and challenges and the thought of becoming bestfriends is overwhelming.

    04:40 That's okay. You don't have to be bestfriends, but you do need to respect one another and trust one another enough to do your job.

    04:52 A good first step is to begin genuine supporting conversations with your team members and be mindful of your responses in conversations. So, here's what I want you to do.

    05:08 Understand that feedback goes far beyond performance.

    05:13 If you are only speaking with your team about their unmet performance expectations, the impact might be minimal.

    05:22 Strengthen the impact of your feedback conversations by strengthening the relationships that you have with those in your team.

    About the Lecture

    The lecture The Importance of Relational Feedback (Nursing) by Amber Vanderburg is from the course Communication in Healthcare (Nursing).

    Included Quiz Questions

    1. Trust
    2. Motivation
    3. Active listening
    4. Empathy
    1. Spend 10-15 minutes in the morning checking in with staff at shift change.
    2. Only communicate with staff when feedback is needed.
    3. Encourage staff to schedule one-on-one meetings if they have concerns.
    4. Introduce an anonymous suggestion box on the unit.

    Author of lecture The Importance of Relational Feedback (Nursing)

     Amber Vanderburg

    Amber Vanderburg

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