1. Reflect on podcast and the YouTube video. Discuss a time in which you were a part of a team environment in which there was a lack of trust, or there was conflict that was not constructive to the mission of the organization. What did you as a member of the team do to contribute either positively or negatively to that environment? What did the leader of the team do that affected the team positively or negatively? What could that leader have learned from the two media clips above? What did you learn about how you approach teams experience conflict?
manage-them
2. Everyone has conflict at some point at work. Have you ever had a time when you had significant ongoing conflict with a co-worker, but somehow ultimately ended up having a good relationship with that person? If so, tell us about that experience and how you made that transition. If you’ve never had the experience of reconciling, reflect on why you think that is the case and what you should learn from thinking about that.
Use the attached file name “Virginia Mason Med Center” to answer the question 3.
3. What is Gary Kaplan trying to achieve at Virginia Mason?
Use the attached file name “Sense of Urgency” to answer the question 4.
4. In the book “A Sense of Urgency,” Kotter shines the spotlight on the crucial first step in his framework: creating a sense of urgency by getting people to actually see and feel the need for change. Why focus on urgency?
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Introduction:
Conflict and lack of trust are common challenges in any team environment, including medical organizations. As a medical professor, I have had the opportunity to work in various team settings, both as a team member and as a leader. In this assignment, I will reflect on my experiences and provide insights on how I contributed to positive or negative team environments and what I have learned from them. Additionally, I will answer questions about the goals of leaders in medical organizations, specifically Virginia Mason, and the importance of creating a sense of urgency in implementing change.
1. Reflecting on the podcast and YouTube video, I recall a time when I was part of a team that faced a lack of trust among its members. This lack of trust hindered communication, collaboration, and overall effectiveness of the team. As a member of the team, I contributed negatively to the environment by not addressing the issue directly and avoiding difficult conversations. My passive approach allowed the lack of trust to persist and worsen.
The leader of the team also played a role in negatively affecting the team. They failed to recognize and address the lack of trust, which further eroded team dynamics. Watching the media clips, I realize that the leader should have fostered psychological safety within the team, creating an environment where open and honest dialogue could occur. Additionally, the leader should have encouraged team members to share vulnerabilities and establish trust among themselves.
From these media clips, the leader could learn the importance of proactively addressing and resolving conflicts within the team. By openly acknowledging the lack of trust and initiating conversations to understand the underlying causes, the leader would have been able to create a more constructive team environment.
This experience made me aware of the significance of trust in team dynamics and conflict resolution. Moving forward, I approach team conflict by directly addressing the issues, promoting open and respectful communication, and actively working towards building trust among team members.
2. In my career, I have encountered situations where I initially had significant ongoing conflict with a co-worker but eventually developed a good relationship with that person. One such experience involved a co-worker who had different ideas and approaches to medical procedures. Our conflicting opinions often led to heated discussions and disagreements.
To transition from conflict to a good relationship, I realized the importance of active listening and seeking to understand the other person’s perspective. Instead of focusing on our differences, I made an effort to find common ground and recognize the value in their ideas. By engaging in constructive dialogue, we gradually built trust and respect for each other’s viewpoints.
If one has not experienced reconciling conflicts at work, it is essential to reflect on potential reasons. It may indicate a hesitance to confront conflicts or a lack of skills in effective communication and conflict resolution. The situation can be improved by developing skills such as active listening, empathy, and mediation. Recognizing the value of diverse perspectives can lead to growth and better relationships within a team.
3. At Virginia Mason, Gary Kaplan aims to achieve several goals. Firstly, he aims to provide exceptional patient care by implementing innovative practices and ensuring patient safety. Secondly, he seeks to drive continuous improvement and operational efficiency within the organization. Kaplan’s vision involves transforming healthcare delivery by focusing on quality, affordability, and patient-centric care. His goal is to establish Virginia Mason as a leading healthcare institution known for its excellence and commitment to transformative change.
4. John Kotter highlights the importance of creating a sense of urgency as the first step in his framework for change. Urgency helps to mobilize people, inspire action, and overcome resistance to change. By fostering a sense of urgency, individuals within an organization understand the need for change and become motivated to support and drive the change effort.
Without a sense of urgency, people tend to resist change and maintain the status quo. Urgency serves as a catalyst, compelling individuals to embrace the necessity of change and actively participate in the transformation process. It helps overcome complacency and indifference, making change more likely to succeed.
In conclusion, reflecting on personal experiences and applying learnings from media resources, it is evident that trust, conflict resolution, and urgency play crucial roles in team dynamics and organizational change. As a medical professor, understanding these principles and incorporating them into teaching and teamwork can contribute to a positive educational environment and the development of future healthcare professionals equipped to navigate and lead in complex healthcare settings.
