Throughout the project, I have faced many challenges. Out of many challenges throughout, the most challenging challenge was on leadership. I do not have autocratic leadership where I can order others to do something. My leadership is more participative leadership, where I consult with group, making group decisions and sharing power, and authority. When the word “leadership” arise, I automatically think of autocratic leadership as I was taught that people who have leadership leads the group with controlled authorities. I was confused if my leadership style was even a leadership style, and questioned my leadership throughout the project. This was one of challenges that I had to face. As the project was all about leadership, I had to reinsure
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Our group automatically thought de-escalating technique was useful tool for Interior Health. As all of our group had placements in Kelowna General Hospital, we strongly felt the need for de-escalating technique tool for safer environment for patients and health care providers. However, that was not the need for the hospital. After we have done all the researches on the need of de-escalating technique tools, the educator from the hospital wanted us to focus on aggression. I have learned that there needs to be contact to find out what they need before jumping to creating a change. However, thinking other way around (see attached file below), we have established a sense of urgency and formed a group to work as a team to create a vision. With apparent urgency of the lack of de-escalating technique tool through research, we could not create changes in de-escalating aspect. If we worked with someone from the Interior Health who had same visions in the lack of de-escalating technique, would the project be carried on as creating card on de-escalating technique? This answer will be unanswered until another person carries on a project on pushing for de-escalating technique tool card with someone from Interior Health with the same vision. This challenge has taught me many things including the change process and the importance of
Our group automatically thought de-escalating technique was useful tool for Interior Health. As all of our group had placements in Kelowna General Hospital, we strongly felt the need for de-escalating technique tool for safer environment for patients and health care providers. However, that was not the need for the hospital. After we have done all the researches on the need of de-escalating technique tools, the educator from the hospital wanted us to focus on aggression. I have learned that there needs to be contact to find out what they need before jumping to creating a change. However, thinking other way around (see attached file below), we have established a sense of urgency and formed a group to work as a team to create a vision. With apparent urgency of the lack of de-escalating technique tool through research, we could not create changes in de-escalating aspect. If we worked with someone from the Interior Health who had same visions in the lack of de-escalating technique, would the project be carried on as creating card on de-escalating technique? This answer will be unanswered until another person carries on a project on pushing for de-escalating technique tool card with someone from Interior Health with the same vision. This challenge has taught me many things including the change process and the importance of