A Safe Space for Managers, Coordinators and Leaders

Performance management and progressive discipline may be the worst way to create productivity, retention or safety on a healthcare team, especially when a clinical manager is dealing with conflicts, bullying, gossip, and absenteeism on their team.

I understand why you might be doing this. All the management training we get and the 'experts' tell you that this is the way to manage risk and get results, so it's easy to fall into this trap. 

There's just one problem. It doesn't work. And it puts leaders in a position where they are compromising their mental health and well-being.

Besides, do you ever hear Simon Sinek say the best way to get people to be their best is to hold them accountable? Or, do you ever hear Brené Brown say the way to get people to have courage and be their best is to threaten to punish them?

No, you don't.

So, what do they say?

Simon Sinek encourages people to anchor their lives and work to their unique why

Brené Brown encourages people to tap into their vulnerabilities and courage to be the best versions of themselves.

These thought leaders deliver their ideas on top of two fundamental ingredients: safety and respect.

I call this creating a safe space at the speed of presence™, and I believe this is the fundamental ingredient that clinical leaders overlook for their teams and themselves.

Human beings make 35,000 decisions a day. Most of those decisions are made unconsciously. Our brains' have a natural tendency to conserve energy, so we resist change because it feels like a threat to our nervous systems. The hidden driver of our decisions is whether or not we feel neurobiologically safe enough to think critically about problems, people and new ideas.

The American neuroscientist and psychologist Dr. Stephen Porges has created a prolific body of work applying Polyvagal Theory to prove that we primarily scan for threats and safety through our nervous systems.

Dr. Porges's theory proves that people cannot access their brains' creative, collaborative or social resources when they scan and assess threats in their environment. Our brains switch between two tracks. One track is open-minded, willing to try new things, collaborative, creative and social. And the other track is on alert and constantly evaluative and assessing for danger.

Any time a human being feels evaluated, assessed, or managed, their brain is triggered into this second track. Their nervous system moves into a fight, flight, freeze or faint response. We have been taught to ignore this and try hard to solve the problems before us. Still, when we do that without a foundation of feeling safe, we cut ourselves off from the most dynamic, creative, collaborative and social parts of our minds.

So, what can we do to navigate this reality when people in high-stress, high-pressure sectors like healthcare are triggered and don't even realize it?

We can create a safe space that starts inside each leader and then flows out to their teams. 

This is created practically with five foundational meetings that every clinical team must have:

Meeting One: Standards and Agreements

This is a meeting where the manager and the team get incredibly clear on what they need and want to feel safe, to be able to learn and to do their best work.

Meeting Two: Primary Purpose

The second meeting helps the manager and the team figure out why they got out of bed this morning to do this job. Why did they choose healthcare as a way to spend 60% of their waking hours? And, how does what they're doing connect to the key performance indicator that they affect and cascade into the organizational mission?

Meeting Three: The Stress and Pressure Relief Meeting

In this meeting, the team learns how to do one thing that no one in healthcare is going with their team. The team and the manager practice supporting each other so they can relieve the toxic stress, anxiety and unresolved emotions that they all feel but do not talk about in constructive ways.

Meeting Four: The Restoration and Respect Meeting

Meeting four is used at the team level to introduce respectful workplace practices, communication strategies and conflict restoration tools. In the background of the meeting, the tools and processes are mentored in the manager's practice in their day-to-day roles for difficult conversations to include a foundation of psychological safety and respect.

Meeting Five: Response-Ability and Resilience Meeting

In this fifth and final foundational meeting, personal and professional responsibility is fostered within the team to promote resilience for the individual and leadership development and succession for the team's expansion.

If this resonates with you and you would like to learn more, I put on a free masterclass that teaches clinical leaders the steps to build these foundational meetings in real-time virtually. 

Click here to find out when the next Safe Space Masterclass for Clinical Leaders, Managers and Coordinators is.

 

 
Register for Safe Space Masterclass Waitlist

A Safe Space for Managers, Coordinators and Leaders

 

Performance management and progressive discipline may be the worst way to create productivity, retention or safety on a healthcare team, especially when a clinical manager is dealing with conflicts, bullying, gossip, and absenteeism on their team.

I understand why you might be doing this. All the management training we get and the 'experts' tell you that this is the way to manage risk and get results, so it's easy to fall into this trap. 

There's just one problem. It doesn't work. And it puts leaders in a position where they are compromising their mental health and well-being.

Besides, do you ever hear Simon Sinek say the best way to get people to be their best is to hold them accountable? Or, do you ever hear Brené Brown say the way to get people to have courage and be their best is to threaten to punish them?

No, you don't.

So, what do they say?

Simon Sinek encourages people to anchor their lives and work to their unique why

Brené Brown encourages people to tap into their vulnerabilities and courage to be the best versions of themselves.

These thought leaders deliver their ideas on top of two fundamental ingredients: safety and respect.

I call this creating a safe space at the speed of presence™, and I believe this is the fundamental ingredient that clinical leaders overlook for their teams and themselves.

Human beings make 35,000 decisions a day. Most of those decisions are made unconsciously. Our brains' have a natural tendency to conserve energy, so we resist change because it feels like a threat to our nervous systems. The hidden driver of our decisions is whether or not we feel neurobiologically safe enough to think critically about problems, people and new ideas.

The American neuroscientist and psychologist Dr. Stephen Porges has created a prolific body of work applying Polyvagal Theory to prove that we primarily scan for threats and safety through our nervous systems.

Dr. Porges's theory proves that people cannot access their brains' creative, collaborative or social resources when they scan and assess threats in their environment. Our brains switch between two tracks. One track is open-minded, willing to try new things, collaborative, creative and social. And the other track is on alert and constantly evaluative and assessing for danger.

Any time a human being feels evaluated, assessed, or managed, their brain is triggered into this second track. Their nervous system moves into a fight, flight, freeze or faint response. We have been taught to ignore this and try hard to solve the problems before us. Still, when we do that without a foundation of feeling safe, we cut ourselves off from the most dynamic, creative, collaborative and social parts of our minds.

So, what can we do to navigate this reality when people in high-stress, high-pressure sectors like healthcare are triggered and don't even realize it?

We can create a safe space that starts inside each leader and then flows out to their teams. 

This is created practically with five foundational meetings that every clinical team must have:

Meeting One: Standards and Agreements

This is a meeting where the manager and the team get incredibly clear on what they need and want to feel safe, to be able to learn and to do their best work.

Meeting Two: Primary Purpose

The second meeting helps the manager and the team figure out why they got out of bed this morning to do this job. Why did they choose healthcare as a way to spend 60% of their waking hours? And, how does what they're doing connect to the key performance indicator that they affect and cascade into the organizational mission?

Meeting Three: The Stress and Pressure Relief Meeting

In this meeting, the team learns how to do one thing that no one in healthcare is going with their team. The team and the manager practice supporting each other so they can relieve the toxic stress, anxiety and unresolved emotions that they all feel but do not talk about in constructive ways.

Meeting Four: The Restoration and Respect Meeting

Meeting four is used at the team level to introduce respectful workplace practices, communication strategies and conflict restoration tools. In the background of the meeting, the tools and processes are mentored in the manager's practice in their day-to-day roles for difficult conversations to include a foundation of psychological safety and respect.

Meeting Five: Response-Ability and Resilience Meeting

In this fifth and final foundational meeting, personal and professional responsibility is fostered within the team to promote resilience for the individual and leadership development and succession for the team's expansion.

If this resonates with you and you would like to learn more, I put on a free masterclass that teaches clinical leaders the steps to build these foundational meetings in real-time virtually. 

Click here to find out when the next Safe Space Masterclass for Clinical Leaders, Managers and Coordinators is.

Register for Safe Space Masterclass Waitlist

Safe Space Training for Leaders and Managers:

Mentoring Sessions

Learning how to create a psychologically healthy and safe space for a manager or supervisor working in a busy, environment is challenging.

To create significant change and progress every manager need to have an outside influence.

With the guidance of skilled mentoring, there is an acceleration for the manager or supervisor that helps them achieve their career and organizational goals more quickly and with less costly mistakes.

This service is facilitated online in live Zoom sessions.

The next step is to explore how this can help you and your people be more psychologically healthy, safe, and successful at work and home.

Coaching Sessions

Once a manager or a supervisor achieves capacity and competency with psychological health and safety leadership and coaching, they will inevitably hit roadblocks, pushback, and challenges that need to be navigated and used as a development opportunity.

Developing a coaching relationship provides a unique opportunity for the manager or supervisor to discover how to implement their leadership.

With this kind of guidance from a competent coach, clients learn to become more resilient, responsible, and responsive rather than reactive.

This service is facilitated online in live Zoom sessions.

The next step is to explore how this can help you and your people be more psychologically healthy, safe, and successful at work and home.

Pilot Project Sessions

When a manager or supervisor is ready to create, design, and roll out a psychological health and safety coaching initiative, it is beneficial to have an experienced co-pilot that can help fly the plane. 

When a manager has someone who will walk with them and mentor, support, and coach them in real-time, their leadership ability is transformed.

The program's creation is tailored to increase the level of adoption by employees and decrease pushback, resistance, or challenges that come up in ways that create a much smoother rollout that achieves that desired outcomes more quickly.

These sessions are facilitated in online live Zoom sessions.

Psychological Health and Safety Training Options for Managers and Supervisors:

Mentoring Sessions

Learning how to create a psychologically healthy and safe space for a manager or supervisor working in a busy, environment is challenging.

To create significant change and progress every manager need to have an outside influence.

With the guidance of skilled mentoring, there is an acceleration for the manager or supervisor that helps them achieve their career and organizational goals more quickly and with less costly mistakes.

This service is facilitated online in live Zoom sessions.

The next step is to explore how this can help you and your people be more psychologically healthy, safe, and successful at work and home.

Coaching Sessions

Once a manager or a supervisor achieves capacity and competency with psychological health and safety leadership and coaching, they will inevitably hit roadblocks, pushback, and challenges that need to be navigated and used as a development opportunity.

Developing a coaching relationship provides a unique opportunity for the manager or supervisor to discover how to implement their leadership.

With this kind of guidance from a competent coach, clients learn to become more resilient, responsible, and responsive rather than reactive.

This service is facilitated online in live Zoom sessions.

The next step is to explore how this can help you and your people be more psychologically healthy, safe, and successful at work and home.

Pilot Project Sessions

When a manager or supervisor is ready to create, design, and roll out a psychological health and safety coaching initiative, it is beneficial to have an experienced co-pilot that can help fly the plane. 

When a manager has someone who will walk with them and mentor, support, and coach them in real-time, their leadership ability is transformed.

The program's creation is tailored to increase the level of adoption by employees and decrease pushback, resistance, or challenges that come up in ways that create a much smoother rollout that achieves that desired outcomes more quickly.

These sessions are facilitated in online live Zoom sessions.