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Editor's Notes
- Opening metaphor Hansel and Gretel, from the Grimm fairy tale, were novice independent professionals. The first time they were sent into the woods, Hansel threw little stones on the ground, in order to find his way back home. The second time, he and Gretel didn’t have the time to think of the stones. Instead, they tried crumbs… And of course got lost in the woods. We know Residents get little time to have a thorough start with their jobs. We’d like to provide them with enough little stones to find their way to the experts they need in the heat of the moment Our two-day Start Class is our answer to this need.
- Residents need to know a lot. But in the first days, we want to provide them with the basic needs. What do residents need in their first month in the clinic: Broad orientation on the clinic/hospital - Peer group meeting - knowing their way (physically as well as online, intranet) - easy accessibility to experts needed for work - burnout prevention -sharing organization culture -stimulating sharing of knowledge -increasing patient safety
- As said we changed the old program dramatically. It was made with the best intentions, but the program itself had a minimal effect. Where the old program only activated the first three levels, the new program activates all levels.
- We built an educational, interactive program, in which the basic goals of feeling welcome and getting to know the way were most important, together with a first introduction to burnout-prevention and the facilities of our Medical School . AED = Automated External Defibrilator
- The two day program is different every month: this is a basic scheme. The scheme is adapted to the number of residents that start with their job that month. Group numbers differ between 2 and 20, so a flexible program is needed.
- In Meet the Expert, important experts in the hospital invite the residents to their workplace. They have a cup of coffee and in half an hour the expert tells about the most important “Things to Know” for the starting residents. Mostly the visit take place on the first day. Depending on how many residents are participating, also some visits are planned at day two. Residents visit 2-3 experts. They take information from the expert. On the second day all expert information is presented in poster presentations. There is also a poster prize for the most clear poster.
- Burn out is a major problem. Providing the residents with the right information, prepares them for a possible moment of difficulty, and makes the step towards the Medical School facilities (like personal coaching) easier. The workshop has two goals… In the program we work in different ways. The first topic is discussed in couples. The residents are asked to write down ten things-to-do for the coming year and mark the ones that most inspire them . Together they discuss their top three and ask each other one question several times ‘why is this so important to you’ Repeating this question brings people to their higher values from “it is important because I want to keep seeing my friends” up to the value “In life I find it important that friends are always there for each other, it makes life worthwhile . You need to take care of each other”. These higher values about life, make it easier for the resident to find balance between values about work and private live. In a lot of cases the higher values on these seem the same. How to deal with wishes, dreams, have-to-do’s and their own values is something we can’t tell them in such a short time. Therefore we give them insight in their coping strategies and in the learning cycle and effects of negative and positive learning. We end with a small game of arguments about organizational culture. Different situations are mentioned: like “A doctor is getting very mad at a nurse. What do you do”
- We evaluate dynamic and direct. The first day we use visuals [show example] Residents choose a photo which represents their perception of the first day. The second day we evaluate the exact items to improve (residents are asked to suggest how we can do this) and items that are great and really need to stay this way (residents are asked to write down exactly what makes these parts good). These remarks are afterwards analyzed in categories. Categories with high scores in ‘improve’ are immediately taken into consideration, to adapt the program to the needs of residents.
- All Residents report to the group “whenever you have a question, this expert is most willing to answer it. Just call him or her. Even if you think “I should know this” they’d rather get your call ten times, than one mistake in care. This is exactly the message we want them to hear! From experts we hear that residents really do cal them. Patient safety increases this way: residents no longer act like “I need to know this, I have to do this by myself” and ask for help before they make a possible mistake.
- These are some reactions on the workshop about burnout. Due to our privacy policy we cannot yet tell how many residents who participated in the Start Class made a call to the Medical School for personal coaching. The coach is now starting a follow up and is planning to visit those Start Class members, to give them the opportunity for a free first intake if needed. ( what is this? –follow up appointment?)
- The dynamic evaluation has its effect on the next months’ Start Class. Therefore the program improves every month. As said the remarks are afterwards analyzed in categories. Categories with high scores in ‘improve’ are immediately taken into consideration, to adapt the program to the needs of residents. Of course the program as a whole is also evaluated. The satisfaction score is high.
- As said we changed the old program dramatically. It was made with the best intentions, but the program itself had a minimal effect. Where the old program only activated the first three levels, the new program activates all levels.
- As said we changed the old program dramatically. It was made with the best intentions, but the program itself had a minimal effect. Where the old program only activated the first three levels, the new program activates all higher levels.
- To organize an introduction Start Class for residents, we found that these are the factors critical to success.
- We conclude a great value for al parties:
- With no Google around, I am now willing to answer your questions!