TeamSTEPPS 2.0: Module 9. Coaching Workshop
Slide 1: Coaching Workshop
Slide 2: Objectives
Slide 3: TeamSTEPPS Phases
Slide 4: Coaching
Slide 5: Why Is Coaching Important?
Slide 6: Why Is Coaching Important in TeamSTEPPS?
Slide 7: The Role of a TeamSTEPPS Coach
Slide 8: The Coach as a Role Model
Slide 9: Coaches Provide Feedback That Is...
Slide 10: The Coach as a Motivator
Slide 11: Providing Opportunities to Practice
Slide 12: Exercise: Effective Coaches
Slide 13: Coaching Competencies
Slide 14: Exercise: Coaching Self-Assessment
Slide 15: ImplementingCoaching in TeamSTEPPS
Slide 16: Develop a Coaching Plan
Slide 17: Identifying and Preparing TeamSTEPPS Coaches
Slide 18: Prepare Staff for TeamSTEPPS Coaching
Slide 19: Organizational Support for Coaches
Slide 20: Exercise: Coaching
Slide 21: Exercise: Coaching, continued
Slide 22: Coaching Tips
- Define coaching and its outcomes.
- Describe the role of a TeamSTEPPS coach.
- List competencies of an effective coach.
- Describe how to implement coaching in TeamSTEPPS.
The shift process shown in this slide has three phases.
Phase I: Assessment. Pretraining assessment includes site assessment, culture survey and data/measures. Are these ready? If no, pass through climate improvement and return to pretraining assessment. If yes proceed to action plan and then move on to Phase II.
Phase II: Planning, training and implementation. Training leads to intervention. Intervention includes testing and leads to Phase III.
Phase III: Sustainment. This phase includes culture change: coach and integrate, monitor the plan, and continuous improvement. Continuous improvement includes going back to training to lead to more culture change.
In summary: Set the stage, decide what to do, make it happen and make it stick.
The sections concerning the action plan and the steps under culture change—coach and integrate, monitor the plan, and continuous improvement—are circled in red and captioned "Coaching".
- Involves providing instruction, direction, and prompting.
- Includes demonstrating, reinforcing, motivating, and providing feedback.
- Requires monitoring and ongoing performance assessment.
- Continues even after skills are mastered to ensure sustainment.
- Effective coaching can result in:
- Clear and defined goals.
- Aligned expectations between team leader and team members.
- "Just-in-time" knowledge transfer.
- Increased individual motivation and morale.
- Increased ability to adapt and react.
- Early identification of unforeseen performance barriers.
- Commitment to ongoing learning and improvement.
- Movement toward superior team performance.
- Effective coaching in TeamSTEPPS further aims to achieve:
- Successful integration of teamwork behaviors into daily practice.
- Increased understanding of teamwork concepts.
- Increased teamwork competence among staff.
- Sustainment of improved performance over time.
- Improved team performance and safer patient care.
- Role model behavior.
- Observe performance and provide feedback.
- Motivate team members.
- Provide opportunities to practice and improve.
- Demonstrates effective use of teamwork behaviors, tools, or strategies.
- As a respected member of the team, reinforces acceptance of behavior through performance.
- Directed toward improvement.
- Two way.
- Helps team members see the bridge between new behaviors and patient safety and outcomes.
- Encourages belief in team members' abilities to succeed.
- Expresses enthusiasm and commitment.
- Validates current levels of accomplishment while advocating greater achievement.
- Recognizes successful performance.
- Identifies potential challenges, pitfalls, and unforeseen consequences.
- Offers support, assistance, and empathy.
- Communicates positive results and outcomes.
- Can be formal/structured or informal.
- Examples include:
- Ask team members how they might have approached a situation differently by using a TeamSTEPPS tool or strategy.
- Use scenarios during staff or team meetings to discuss or simulate the effective use of a TeamSTEPPS tool or strategy.
- Develop tools that facilitate use of tool or strategy, such as notepads that outline the SBAR components.
- Provide staff with a TeamSTEPPS "tip of the week."
Think about coaches you've known or observed...
- What characteristics did those coaches have that made them effective?
- Are coaching characteristics innate or can they be learned?
- Communicating Instructions.
- Providing Feedback.
- Listening for Understanding.
- Building Rapport and Trust.
- Motivating Others.
- Working With Personal Issues.
- Confronting Difficult Situations.
- Setting Performance Goals.
- Rewarding Improvement.
- Dealing with Failure.
- Assessing Strengths and Weaknesses.
- Responding to Requests.
- Following Through.
Complete a coaching self-assessment form to identify coaching strengths and areas for improvement.
- Develop a coaching plan and gain buy-in.
- Identify coaches.
- Train and prepare coaches.
- Prepare staff to receive coaching.
- Ensure organizational support for coaches.
- As part of implementation planning, determine whether and how coaching will be used.
- To obtain buy-in, present coaching plan to leadership, including:
- Importance of coaching in TeamSTEPPS.
- Specific plans and considerations for implementation (e.g., number of coaches required, time required, costs).
- Anticipated performance improvements and results.
- When identifying coaches, consider:
- Where TeamSTEPPS will be implemented.
- Individual characteristics and competencies.
- Number of coaches needed.
- Conduct a training session on coaching for the identified coaches.
- Match coaches with team members, if appropriate.
- Identify who the coaches are to the staff.
- Describe the goals and positive outcomes of coaching.
- Explain the role and responsibilities of coaches.
- Describe the expectations regarding staff interactions with coaches.
- Include coaches in efforts to integrate TeamSTEPPS performance into the organization:
- Leverage coaches' work with frontline staff and knowledge of barriers.
- Formally recognize and/or reward coaches for contributions to the team's success.
- Provide opportunities for coaches to work together to plan, problem solve, and share feedback:
- Promotes and reinforces accountability.
- Divide into groups of three.
- Review the scenarios and Coaching Feedback Form.
- Each participant takes a turn playing the coach, team member, and observer:
- The coach provides feedback to the team member in the scenario.
- The team member acts out the scenario.
- The observer completes the Coaching Feedback Form and shares feedback.
- Actively monitor and assess team performance.
- Establish performance goals and expectations.
- Acknowledge desired teamwork behaviors and skills through feedback.
- Coach by example; be a good mentor.
- Coach from a distance.
- Coach only to problem solve.
- Lecture instead of coach.
Page originally created March 2014