Final Project Loom Video

Final Project Loom Video. Elizabeth May 04, 2022.

[Audio] The project site/ organization is an acute setting of a psychiatric institute that provides support for recovery of adults with serious mental illness and emotional disturbances. The mission of the organization promotes a change culture through continuous reinforcement and communication, excellent leadership, and sufficient collaboration. Culture of the organization is highly supportive of EBP and staff get chances to take part in activities that improve their interests, knowledge, and skills through seminar, workshop, in-service education, etc. Suggestions and support given by practice decision makers highly support project change initiatives. Overall, mission, values, and vision of the organization gives importance to implementation of positive changes; which, clearly indicate the project goals are in alignment with the mission and vision of the organization. Of note, . Adequate collaboration amidst nurse leaders and staff results in cultural changes that promote patient advocacy, in addition to organizational goals ( Nilsen et al., 2020)..

[Audio] A needs assessment of the organization was conducted using the WHO-licensed questionnaire " Hennessy-Hicks Training Needs Assessment Questionnaire". This assessment helped to determine the education and training needs of staff at institutional and individual levels. We also tried to list the needs based on priorities. The questionnaire used contained a variety of themes including managerial, auditing, research, administrative, interpersonal, and clinical topics ( World Health Organization, 2022). The major finding of the assessment was the significant knowledge gap that existed among nurses when it comes to comprehensive fall risk assessment, bathroom supervision, and fall-safety precautions. An in-service education and training might be an effective intervention to bridge this knowledge gap and thereby reduce fall rate. Of note, the assessment revealed staff were very much interested and welcome to new ideas and were ready to upgrade their skills and knowledge through training and education. In addition, most of the staff preferred taking part in tasks that involved giving feedbacks on processes and procedures, assessing psychological needs of patients, performing clinical assessments, and helping colleagues in such ventures. When the commitment, support, and motivation levels of colleagues, administrators, and leaders are high, the barriers to change implementation can be easily overcome ( Williams & Beidas, 2018)..

[Audio] For my capstone project, I selected fall prevention among older adult patients as the topic. Many proven and evidence-based interventions to address the issue of falls among elderly was explored. One such effective strategy is application of "within arm's reach" ( WAR) approach. Using this method, each patient will be assigned to a nurse who will be within an arm's reach of the patient to reduce and prevent risk of falls specifically when walking or using bathroom. This strategy has been reported to be successful in lowering bathroom falls. The main idea of this strategy is to provide the patients with a sense of safety and security, which lowers fall risk ( Barrett et al., 2017)..

[Audio] The major goal of the project is to lower fall rate among elderly patients using the The practicum project aims at fall prevention among elderly patients by applying "within arm's reach" method in which each patient would be assisted by a nurse who will be within an arm's reach of the patient who is walking or using bathroom. The project goal focuses on improving patient safety and accountability of nurses. In addition, the goal of the staff education and training provided as a part of the project is to enhance fall prevention knowledge, attitude, and skills of staff. Having a shared vision is a strong supporting factor that provides motivation and ensures collaboration during initiatives that involve implementation of productive changes ( Trybou et al., 2017)..

[Audio] The anticipated outcomes of this project include a reduction in the fall rate when compared to baseline rate, improved nurse knowledge on fall risk assessment, and cost savings achieved through reduced resource utilization. A fall rate reduced by 5% when compared to pre-intervention period would indicate the intervention was effective. Similarly, improved nurse knowledge on fall risk assessment and safety precautions would suggest the staff education and training could effectively contribute to reduction in fall rate. High level of patient satisfaction is another desired outcome..

[Audio] . The major stakeholders include patients, families, surgeons, anesthetists, registered nurses, respiratory therapists, radiology technicians, licensed practice nurses, and certified nursing assistants. Stakeholder meetings will be arranged to explain the purpose and benefits of the project. A detailed description of the methods, procedures, ethical considerations, approvals, risks and advantages associated with the project would be provided during stakeholder meetings. Each patient participant would be provided with written and oral information about each step of the project and informed consents would be secured. Staff will be provided details of education and training sessions. Education and training on the "within arm's reach ( WAR)" strategy would be provided to the staff by the nurse educator. Progress monitoring details would be communicated to stakeholders on a regular basis. The institutional review board and the ethics committee would be contacted and approvals would be secured. Individual tasks would be communicated to each team member. Weekly meetings will be held to assess limitations and strengths of the processes. Stakeholder engagement will be ensured through regular communication through personalized emails. Overall, the stakeholders received project with great enthusiasm. As anticipated, they level of engagement was high and the stakeholders were aware of the benefits of the project..

[Audio] When it comes to health care, sustainability can be described as the capacity to maintain the program services at a level that would provide ongoing prevention and treatment for the specific health problem even after the termination of major managerial, technical, and financial assistance from an external source. Sustainability also indicates long-term effects of a program. Some of the attributes supporting sustainable outcomes include greater level of adaptation, continued funding, support from leadership, greater acceptability, better benefits, stakeholder engagement, ability to modify the EBP, better staffing, collaboration and integration of rules and policies, resource availability, supportive organizational culture, and ability to navigate competing demands ( Hailemariam et al., 2019). The short-term and long-term sustainment of these outcomes determine the overall sustainability of the project. The level of compliance to the change proposal and acceptance of the recommendations gives indications on what can be done by the provider to ensure maintenance and improvement of health. The higher level financial or clinical outcomes of greater interests for the organization would indicate the outcome measures are sustainable. At this point, it does appear that the outcomes of the project can definitely reflect the quality of care and cost related goals as planned..

[Audio] This project supports refining my skills and improving knowledge in several ways. The capstone project requires a lot of communication and collaboration, which would also require improved conflict resolving and relationship management skills. I will be able to learn more about financial management including value-based purchasing, reimbursement, benchmarking, revenue, etc., which would help me while taking up leadership positions in future. This project would be an opportunity to play the role of leader by collaborating with the unit, allocating tasks, arranging resources, and creating a positive environment, which would foster professional growth of colleagues also. Of note, fall prevention is a priority for all health care organizations and since falls are one of the nursing sensitive indicators; reducing falls would improve overall nursing care quality. It would also be a substantial achievement for our unit and staff. These skills, in addition to leadership skills, critical decision making, collaboration, team spirit, and competence can be efficiently used to make the implementation process and the project as a whole an effective one. Another learning was from the servant leadership videos. From the videos, it is evident that the seven distinctive characteristics of a servant leader include person, position, purpose, provision, perception, profession, preference. As a servant leader, I can confidently say that my vision empowers the team and influences followers in a way that the modifications in behaviors and attitudes of staff occurs easily and naturally. I have also tried to accomplish duties and responsibilities for the achievement of common purpose. I have tried my best to ensure my position and power are not misused. It is important to align individual and professional aims with personal values, beliefs and attitude to stay empowered for future career and personal growth ( Timmons, 2018). Changing my behavior based on the new understandings related to servant leadership include improving the concept of "profession" by learning more about financial management; specifically, value-based purchasing, quality outcomes, revenue, and reimbursement—which would help me to actualize the leadership role. My preferences in fostering a healthier, inspiring, and sustaining culture that nurtures collaboration and healthy working environment can be used to improve trustful relationships with colleagues and patients. I need to change my perceptions regarding individual behaviors and attitudes by evaluating my skills, strengths, and weaknesses based on the competencies required to attain personal goals that are influenced by personality. I believe practicing servant leadership would help to improve patient care skills, continued education, and cultural competition; all of which are required for providing best possible care.

References. Barrett, M., Vizgirda , V., & Zhou, Y. (2017). Registered nurse and patient care technician perceptions of toileting patients at high fall risk. MedSurg Nursing , 26 (5), 317-323. Retrieved from https://www.thefreelibrary.com/Registered+Nurse+and+Patient+Care+Technician+Perceptions+of+Toileting...-a0514512712 Hailemariam , M., Bustos, T., Montgomery, B., Barajas, R., Evans, L. B., & Drahota , A. (2019). Evidence-based intervention sustainability strategies: a systematic review. Implementation Science, 14 (1), 57. https://doi.org/10.1186/s13012-019-0910-6 Nilsen , P., Seing , I., Ericsson, C., Birken , S. A., & Schildmeijer , K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses and assistant nurses. BMC Health Services Research, 20 , 147 (2020). https://doi.org/10.1186/s12913-020-4999-8 Shelton , R. C., Cooper, B. R., & Stirman , S. W. (2018). The sustainability of evidence-based interventions and practices in public health and health care. Annual Review of Public Health, 39 (1), 55-76. https://www.annualreviews.org/doi/10.1146/annurev-publhealth-040617-014731 Timmons, B. (2018, December 31). Nursing goals & objectives . http:// oureverydaylife.com/nursing-goals-objectives-30541.html Trybou , J., Gemmel , P., Desmidt , S., & Annemans , L. (2017). Fulfillment of administrative and professional obligations of hospitals and mission motivation of physicians. BMC health services research , 17 (1), 28. https://doi.org/10.1186/s12913-017-1990-0 Williams, N. J. & Beidas , R. S. (2018). Navigating the storm: How proficient organizational culture promotes clinician retention and the shift to evidence-based practice. Plos One, 13 (12), e0209745. https://journals.plos.org/plosone/article/file?id=10.1371/journal.pone.0209745&type=printable World Health Organization. (2022). Hennessy-Hicks training needs analysis questionnaire and manual . Retrieved from https://www.who.int/workforcealliance/knowledge/toolkit/19/en/.