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Patient safety through conversation. Doctor's orders as suggestions
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In high performing health care organizations, two features stand out as success factors. The first is reliable standardized processes; the second is a culture focused on relationships. The primary relationship is with the patient and family while at the same time the provider-team relationships also define safe practices. To be truly patient centered, there are a set of inclusive behaviors that communicate to our patients that we care about what matters to them, especially when they are most vulnerable. Interestingly, how we – as providers – treat each other also has a strong influence on safe care, and it is noticed by patients who then feel even more confident and satisfied.
In my favorite medical journal, the New York Times, an oncology nurse writes about how the doctor / nurse hierarchy in a culture that tolerates anger and disrespectful behavior, causes patient safety risks. She uses the example of a doctor’s
"Doctor's orders: Could there be a clearer word defining the relationship?"
-- Theresa Brown, Healing the Hospital Hierarchy |
orders. Could there be a clearer word defining the relationship? She refers to the physician attitude about orders as the ‘poof factor.’ When a doctor writes an order, he or she thinks “poof!” It just gets done.
Most physicians don’t think of feedback or questions about an order as important dialogue to ensure the best care. Often such questions are treated as annoyances. In highly functioning teams, orders are written after or during multidisciplinary rounds where a comprehensive care plan is developed together, in front of the patient, with input from nurses (Have you considered how that treatment can be continued at home? Is there a simpler regimen that she can follow?); pharmacists (Did you know that drug costs $8 a day? I can find you another drug for $1 a day); care managers (Will she need home care to assure this plan gets done?); and the patient (Gee, I don’t think I understand what you are proposing. Can you go over the plan later when my husband is here so we both can ask questions?). I worked in a hospital with a magnet nursing designation where nurses participated in almost all care plans. As the chief of surgery said all the time, “around here doctors orders are viewed as suggestions!”
The Institute for Safe Medication Practice has published an interesting set of phrases that should alert providers and those who receive doctors' orders of a safety risk. These are not the cautions I am used to reading about: disruptive behaviors ‘putting down’ those who question orders, but rather innocent phrases like: “the dose is from the patient’s old chart,” or “we always give it that way” or “the patient says that’s how they take it at home.”
The ISMP proposes a process for resolving medication order conflicts with steps such as nurses involving the pharmacy with medication order concerns before calling the ordering physician to engage the knowledge of the pharmacy staff in any question.
Relationships: this is the business we are in. Remembering that our behaviors define those relationships makes care better and safer.
Popularity:This record has been viewed 1172 times.
Thursday, March 21, 2013 by Shannon Dillard
I agree with everyone that this is an important topic. I believe that the healthcare industry is still in its infancy with respect to how we give and receive feedback. But, at Cooley Dickinson, we are making solid steps toward creating a culture of safety that includes flattening the heirarchy so that all clinicians and other staff feel safe to point out potential safety issues. One step we've taken is to begin teaching the Team STEPPS Curriculum that was developed jointly by The Department of Defense, the Agency for Healthcare Research and Quality (AHRQ), and the aviation industry. Team STEPPS teaches clinicians how to work together as a "team," to give and receive feedback, and to place safty of the patient above all. Another step we have taken is to put in place a very robust Incident Reporting and Root Cause Analysis program that is completely non-punitive in nature. As a reult, we have seen a quadrupling of reporting of errors and near misses which says that employees feel safe to report. This is vastly different from where we were even 5 years ago. And thirdly, several years ago we implemented a "Disruptive Behavior" policy designed to give staff and physicians a pathway for getting help when they feel they have been mistreated by another. The Disruptive Behavior policy and process is also fundementally non-punitive, designed to be a mechanism for coaching the offender. Going forward, we are remodling some aspects of our safety program. We are forming a Culture of Safety Steering Committee that is made up of leadership who will work with 10 frontline staff safety teams. This steering committee will help guide the teams and help to eliminate challenges the teams face in trying make improvements to both patient and employee safety. These are exciting times for changing the safety culture in healthcare. My new mantra is SAFETY TRUMPS HEIRARCHY! It's all about the patient.
Thursday, March 21, 2013 by Kevin Lake
Terrific topic Mark.
Over a decade ago, PricewaterhouseCoopers (the world's largest consulting, accounting and professional services firm)recognizing the need for impeccable trust among staff and with clients, instituted a mandatory, multi-session ethics training for 100% of its staff, from the most senior partner to the most junior clerk or assistant. A major focus was to enable those lower in the hierarchy to address real or imagined errors or lapses by those higher in the hierarchy. It turns out that this requires at least one of two things: First...and preferably...a culture of openness and collegiality where honest exchanges are encouraged. Second, and this can work even when the desired culture isn't yet in place, an issue resolution process that allows the subordinate to raise the issue, even if s/he is not able to so directly with the superior. Interestingly, the issue resolution process tends to contribute to the building of the desired culture.
Is such a process well established (and used) here?
Thursday, March 21, 2013 by Bharathi Janaswamy
This is such a fantastic article Dr. Novotny. The dialogue among the physicians, nurses, pharmacists, patients, that you mentioned in your article is an ideal thing to do, but unfortunately it does not happen as often as we would like it to happen, or sometimes we do not see it happening it all. I think the "culture" needs to be emphasized in the organization so every team member is aware of how important it is to involve everybody in the dialogue for patient safety and satisfaction. It would be awesome if everybody in the care team tries to work towards achieving this ideal situation. Thanks again for your thoughtful blog as always!
Bharathi
Wednesday, March 20, 2013 by Jeanne
You continue to lead the way and put the hard questions before us. Your light brings both illumination and heat and our orgnization needs both!!
Wednesday, March 20, 2013 by Rose Ferrari
Ahhh. Over 200 views and not a single comment. A very delicate and personal subject, indeed. Dialogue about this issue should be more common, but it is hard to broach, especially in the "heat" of the momment. Unfortunately, nurses are not exempt, as the "behavior" can go from nurse towards physician as well. The opinion piece by Theresa Brown and this blog post are good reminders that we need to respect eachother's training (because it is different) and viewpoint when it comes to caring for patients. Professional communication is key to our relationship as pysicians and nurses, but also to teamwork and patient safety.
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