interdisciplinary prespective in health care
saudsr66
chapter_13.pptEvaluating Healthcare
Teams and Team Members
Evaluation of Individuals and Teams
Individuals typically are evaluated:
1. on the basis of goal achievement—the extent to which they meet objectives set in their workplace.
2. Barometer of individual performance.
3. The degree to which they have the education, training, and credentials to perform competently in their role.
Types of Evaluation of Whole Teams and Individuals
Evaluation of Individuals
Evaluation of whole teams
Goal achievement
Teamwork competencies, other competencies
Education, training, credentials
Goal achievement
Characteristics of effective teams
Instruments for Individual Evaluation of Teamwork Competencies
Guidelines for Giving an Individual Evaluation
Provide lead time.
Deliver feedback in a private place.
Describe perceptions of the other person's behavior using specific examples.
Provide feedback on both positive and negative behaviors.
Be supportive and encouraging, focusing on desired behaviors.
After giving feedback, give the recipient time to respond—listen.
Agree on what the issue is.
Agree on an action plan
Identify ways to make positive contributions to improving the team member's behavior.
Follow up regularly.
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Guidelines for Receiving an Individual Evaluation
Value feedback as a means to meet team goals and an opportunity for self improvement.
Listen for and appreciate the positive; do not focus on the negative.
Expect and seek out feedback to improve and change.
Sift, filter, and take time to consider the input.
Decide if you can commit to change.
Carefully respond to the input.
Work with the provider of feedback to develop an action plan.
Ask for support.
Follow up with the provider of the feedback.
Different Levels of Performers
1. Top performers.
There are three types of Performers.
2. Middle performers.
3. Low performers.
The goal for top performing team members is to maintain their enthusiasm and contribution.
They should be provided specific positive feedback about what they do well and their accomplishments.
Middle performers can be praised and encouraged to improve as well.
Low performers present the most difficult challenge.
Low performers often offer excuses, claims of victimhood, and indignation, so these conversations can be difficult for team leaders.
It is important to listen, but to insist on accountability and improvement.
The Team Diagnostic Survey (TDS)
Putting Whole Team Evaluation to Use
The major purpose of conducting whole team evaluation within an organization is improvement.
Three steps in using whole team evaluations counter the tendency to avoid evaluative information.
First, make goals and standards transparent.
Second, conduct regular, simple reviews of how things are going.
Regular feedback about progress should be provided to the team and any sponsor.
Finally, use the evaluative information for taking action.
Use negative feedback to create action plans for improvement.
Reward achievement of team goals and accomplishment of higher levels of the characteristics of effective teams.
