The session, presented by 2021-22 ARRS President Jonathan Kruskal, discusses the structure and function of high-functioning teams, characteristics of new and old power, and benefits of servant and inclusive leadership in this time of change.
Category: HFT Tools
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Building a Better Future Through Experimentalism, Design Thinking, and Servant-Leadership
2020-21 ARRS President Alexander Norbash discusses inclusive practices in a team, experimentalism, and servant leadership to position radiology as at the forefront of future thinking in medicine.
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How to Structure High-Functioning Radiology Teams
Members must have defined roles and responsibilities
When teams have clear functions and responsibilities, they know what is expected of them and work more efficiently. Knowing their roles will also help them feel encouraged and motivated toward completing their various tasks.
Additional Resources:
- How To Define Your Team’s Roles and Responsibilities
- The Biggest Mistake You (Probably) Make with Teams
Break down authority gradients
The term “authority gradient” was first defined in aviation when it was noted that pilots and copilots may not communicate effectively in stressful situations if there is a significant difference in their experience, perceived expertise, or authority. A number of unintentional aviation, aerospace, and industrial incidents have been attributed, in part, to authority gradients.
The concept of authority gradient was introduced to medicine in the Institute of Medicine report To Err Is Human, yet little has been written or acknowledged in the medical literature regarding its role in medical error. The practice of medicine and medical training programs are highly organized, hierarchical structures that depend on supervision by authority figures. The concept that authority gradients might contribute to medical error is largely unrecognized.
Additional Resources:
- Profiles in patient safety: authority gradients in medical error
- Challenging authority and speaking up in the operating room environment: a narrative synthesis
- Profiles in Patient Safety: Authority Gradients in Medical Error
Establish active, intentional inclusion and fairness practices
A high functioning team must be as diverse as is possible and actively foster inclusive practices.
Inclusion is the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.
Fairness in the workplace drives participation, wellness, retention, safety and outcomes.
Additional Resources:
- DEI Resources from Emory University
- Diversity and Inclusion Toolkit Resources
- How Workplace Fairness Affects Employee Commitment
Create pipelines to foster diversity
Pipelining describes specific longitudinal efforts aimed at at producing diverse workforces. In healthcare, such efforts may be aimed at high school or college students, medical students and even residents to interest them in joining our field.
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The Value of a High-Functioning Imaging Team
The provision of safe imaging, image-guided procedure and radiation services requires well-functioning and coordinated teamwork. Such high functioning teams are one essential ingredient if we desire to provide effective, safe, high level care to all of our patients.
Teams cannot simply be formed or appointed—extensive human and financial resources are required to build the culture and to sustain the efforts, along with effective and current educational programs and a learning environment. Equally important are policies, guidelines and systems for managing, providing for oversight and for ensuring compliance and accountability.
Resources
- How to Build an Effective Team in a Health Care Setting
- Realizing Improvement through Team Empowerment (RITE): A Team-based, Project-based Multidisciplinary Improvement Program
- Top 10 Characteristics of High-Performing Healthcare Organizations
- Establishing High-Performing Teams: Lessons From Health Care
- Can You Build Teamwork During a Crisis?
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Keys to Effectively Lead a High-Functioning Team
Inclusivity
Inclusive leaders are aware of their own biases and preferences, and actively seek out and consider different views and perspectives to inform better decision-making. Inclusive leadership is a set of behaviors demonstrated by organizational leaders that leverage diversity of thought and experience to positively impact business results. Leaders who wish to employ inclusive leadership value the variation of talents, experiences, and identities of their employees. When employees feel unique and feel a sense of belonging based on shared attributes and goals, organizations increase the chances of reaping the business benefits of a diverse workforce.
Additional Resources:
- Understanding and Addressing Sources of Anxiety Among Health Care Professionals During the COVID-19 Pandemic
- Association of Burnout, Professional Fulfillment, and Self-care Practices of Physician Leaders With Their Independently Rated Leadership Effectiveness
- Physician Burnout: Contributors, Consequences and Solutions
- Executive Leadership and Physician Well-being: Nine Organizational Strategies to Promote Engagement and Reduce Burnout
- Impact of Organizational Leadership on Physician Burnout and Satisfaction
Understanding modern leadership styles
Modern leaders are innovatve, servantile, empathetic and are committed to diversity. Millennial leadership styles are very different to those of leaders from 10 years ago. The servant leader ensures the overall happiness and success of their employees. Servant leaders invest both personally and professionally in their team members: getting to know them better, what their ultimate goals are and how they can help employees achieve those goals.
Innovation
The meta-leadership framework and practice method is designed to “provide guidance, direction, and momentum across organizational lines that develop into a shared course of action and commonality of purpose among people and agencies that are doing what may appear to be very different work.
Additonal Resources:
Leading multigenerational workforces
Leading a multigenerational workforce requires familiarity with and sensitivity to generational approaches. Whether you use taxis or rideshare services, hotels or Airbnb, email or other social media, we must all be understanding, considerate and tolerant of different preferences and practices.
Additonal Resources:
Emotional intelligence
Emotional intelligence (otherwise known as emotional quotient or EQ) is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict. Emotional intelligence helps you build stronger relationships, succeed at work, and achieve your career and personal goals. It can also help you to connect with your feelings, turn intention into action, and make informed decisions about what matters most to you.