Utilizing the Greeny article select two of the four given “crucial conversations” healthcare professionals struggle with that contribute to patient harm and unacceptable error rates. Describe what you can do to stop/deter them.
Disruptive behavior among healthcare professionals jeopardizes patient outcomes. However, Grenny (2009) notes that it is the failure to address the behavior that causes more harm. He identifies four crucial conversations that caregivers must have to promote healthier inter-professional relationships in care settings. Two of the four conversations involve the administrators. First, hospital administrators must concede that disruptive behavior is rampant. Often, institution leaders make it seem as though the condescension and rudeness among workers is the exception, which is not the case. They must acknowledge the issue’s pervasiveness to create a positive and effective platform to implement the changes. Next, administrators must sanction disruptive behavior. They must give their workers confidence that they will support them unequivocally when they speak out against misconduct.
Caregivers can stop the disruptive behavior by promoting the two conversations. First, they need to report the incidences to the administration. The institutional administrators may not comprehend the disruptive behavior’s prevalence. Even if they do, they do not address it for fear of civil and criminal prosecution from patients. Thus, presenting the issue and how it affects the workforce might make them more cooperative. Caregivers must also not fuel any conflicts but remain rational and professional (Trivertt, 2019). For instance, if a doctor is dismissive of nurses’ concerns about a patient, they should not retort. Instead, they should try and address the issue with the doctor and, if they fail, report him to the administration. The fact that the nurses remain calm during the confrontation makes it easier for the administration to sanction the doctor since they cannot claim that the nurses were disruptive as well. Therefore, while both crucial conversations focus on the administration, the staff can enable them, thereby deterring disruptive behavior.
- Grenny, J. (2009). Crucial Conversations: The Most Potent Force for Eliminating Disruptive Behavior. Critical Care Nurse Quarterly, 32(1), 58-61.
- Trivett, C. (2019). 6 Ways to Deal with Disruptive Employees. https://www.coburgbanks.co.uk/blog/staff-retention/ways-to-deal-with-disruptive-employees/