Background Appreciative Inquiry (AI) is a way of looking at organisational change which focuses on identifying and doing more of what is already working, rather than looking for problems and trying to fix them. AI may be used to facilitate workforce engagement, and promote organisational learning and positive organisational change in the health care context (Trajkovski et al., 2013). Pressure ulcers were seen as a way of exploring the use of AI and its potential impact in culture change.
To provide a safe space and facilitate engagement with teams when exploring case studies
To explore learning from the case studies and how this was being shared/disseminated
To develop a culture of honesty, openness and trust ensuring Duty of Candour.
Methods Grade 2 pressure ulcers were flagged on our reporting systems and the Director of Nursing was notified. The team was then extended an invitation to present this case study to the Director and her team to explore this scenario and any learning that has come from it.
Results Currently a work in progress and we are in the process of evaluating this work.
Conclusion A culture of engagement is more likely to predict performance than any other variables including competence (Alimo-Metcalfe & Bradley, 2010). Through discussion and exploration we are able to expand upon learning and explore decision making. Disseminated learning allows for more openness and transparency amongst the team. There is a shift from the perception of a ‘blame culture’ to one of collaboration, inclusiveness and participation. Including staff who delivered the front-line care in these scenarios and discussions further enriches the process.
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