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PubMedDate not supplied

Managing the deliberately mute.

The contrast in communication styles and values between Gen-Xers, now mostly in their mid to late twenties, and forty- and fifty-somethings is obvious. Gen-Xers are focused on the assignment and the deadline; their goal is to do good work in a timely manner. But they are highly skeptical that enthusiasm has any influence on the outcome. When we question them about their taciturn manner, they all give us the same two reasons: They really don't care one way or the other and they're convinced that what they say doesn't matter anyhow. This may frustrate a manager charged with getting the buy-in or enthusiastic participation from the troops, but it's a fact. There are, however, ways to get Xers to talk--provided you really want their ideas and opinions and you acknowledge that you hear what they say. Here are the best techniques from those who successfully manage large numbers of the young, including young physicians: (1) Focus on what matters; (2) don't ask if you're not going to act on the feedback; (3) personalize your request for information; and (4) always do a worst case scenario when you need the buy-in.

Humans↗
PubMed1999

Special report: resolving conflicts. Resolve conflicts between ED and other departments.

Physicians and nurses have a tendency to avoid conflict, but ED staff must learn strategies to manage common conflicts that arise with other departments. There are often conflicts over whether patients should be admitted or which service admitted patients should be sent to. On-call physicians often focus on peripheral issues in patient care, which can seem patronizing to ED staff. If ED nursing leadership reports to the same director as critical care nurses, both departments will have shared goals with less chance of conflict. Educate staff in other departments that 30% to 40% of hospital admissions come through the ED.

Communication↗
PubMed1975

[Psychosomatic effects of respiratory autogenic training relaxation].

The effects of R.A.T. relaxation, as we have been able to verify during an experiment conducted by a group of doctors of various specialisations at the Catholic University of Medicine in Rome, allow recovery of the availability to recognize ones' self in others and others in one's self, and to overcome the manipulation situation which persists in groups of competitive training. In groups which undergo R.A.T. relaxation, it in fact happens that the participant, in the same degree to which he trains himself to overtake his own psychosomativ hallucinations, is able to free himself from certain substitute and negative mechanisms of the mind, can better adhere to or separate himself from his body or from the environment thus obtaining as a result the re-organisation of the emotional economy at the disposal of the Ego. Such an experiment can evidently turn out to be quite formative and useful for the successive approach between doctor and patient.

Autogenic Training↗
PubMed2000

Counselling and communication in hospital dentistry.

Many of the people who are members of hospital dental teams are highly motivated, caring individuals. Unfortunately, though, they are not given the kind of training or support that is necessary to enable them to perform their tasks most effectively. This study was initiated at a hospital dental clinic where burdensome cutbacks and reorganization had been keenly felt by the personnel. A counselling group was formed under the leadership of a professional counsellor, and in the course of the year there were seven meetings, each of which lasted 1.5-2 hours. The open way in which counselling was designed presented opportunities for the six group members to influence the topics of each meeting, something all of them preferred to more structured sessions. Different stress factors in the environment were discussed. The group members concluded that the counselling programme had increased their self-esteem and facilitated effective communication between the group and patients by giving them all the opportunity to discuss barriers and confusing clinical situations. Counselling had also facilitated interpersonal relationships between the team members by revealing hierarchical difficulties. Apart from the clear humanitarian need for counselling there is a good economic argument. Effective staff support is not a luxury, nor is it a waste of time. Adequate time for counselling must be provided, simply.

Attitude of Health Personnel↗
PubMedDate not supplied

The importance of building alliances.

This may come as a surprise to Gen-Xers, but on-the-job allies are a political necessity. Information and support from workplace alliances are vital to doing your job. Your peers, boss, subordinates, and even enemies, can and should be in your network of allies. How do you build alliances? It's accomplished by cultivating relationships based on mutual benefit and interest. Information and favors are traded on a quid pro quo basis. Your peers, subordinates, and boss have different needs but they share some goals with you. Goals are the common denominator. Consider the following ways to cultivate your network of allies: Be a reliable news source; offer feedback; be congenial; share expertise; consult; strive to be a role model; don't demand credit; don't wait for recognition; articulate your needs; share a hot idea; save face for someone; and connect people who can help each other.

Cooperative Behavior↗