When team members have differing expectations and communication styles, useful approaches include structured communication tools such as situation, background, assessment, recommendation (SBAR); structured handoffs; board rounds; huddles; attentive listening; and explicit elicitation of the patient’s concerns and desires.3
If someone fails to pay attention to a concern you raise, be persistent about restating that concern until you elicit a response.
If someone exhibits disruptive behavior, point to or establish a code of conduct that clearly describes professional behavior.
If there is a difference of opinion on patient management, such as fetal monitoring and interpretation, conduct regular case reviews and standardize a plan for notification of complications.
Then ask team members what will be needed to achieve the outcomes desired.
“Team leaders need to develop outstanding skills for listening and eliciting feedback and cross-monitoring (being aware of each other’s actions and performance) from other team members,” note Lyndon and colleagues.3
When these concepts and best practices are made known to the public, women and families become “empowered” to speak up when they have concerns about care.
And when they do speak up, it pays to listen.
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