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Creation and implementation of chemical dependency recovery based education model

Add by ambeedy5 | Dec 03, 2017 16:45  56 |  0
Creation and implementation of chemical dependency recovery based education model
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Creation and implementation of chemical dependency recovery based education model
1 Topic Description
1.1 Selection and Rationale
1.1.1 TopicSelectionRationale-TEMPLATE.pdf
2 Social Networking Strategy
2.1 Tools, Rationale, Process, Outcomes
2.1.1 SocialNetworkingStrategy-TEMPLATE.pdf
3 Social Network Diagram
3.1 Patients
3.1.1 improved quality of life, decrease relapse rates
3.1.1.1 decrease overdose death rates, decrease admissions
3.2 Administration
3.2.1 , improved financial situation/increase reimbursement
3.2.1.1 current with contemporary treatment models
3.3 Clinical Staff
3.3.1 improve recovery model, more effective treatments
3.3.1.1 clear expectations, work "really matters"
3.3.1.2 decreased admissions, decreased relapse rates
4 Twitter
5 Facebook
6 Linkedin
7 Coaching
7.1 Create an equalitarian organizational structure
7.1.1 involve all staff: recommendations, ideas provide horizontal working relationship
7.1.1.1 support staff
7.1.1.2 nurses
7.1.1.3 couselors
7.1.1.4 admission staff
7.2 Expose staff to different messages and different messengers (new learing experiences)
7.2.1 invite guest speakers to discuss treatment options
7.2.1.1 recovery addicted persons
7.2.1.2 all staff
7.3 Treat transformation as a mission, not a job
7.3.1 expose stakeholders involved w/EBP and encourage participation in mission
7.3.1.1 support staff
7.3.1.2 nurses
7.3.1.3 couselors
7.3.1.4 management
7.3.1.5 psychiatrists
7.3.1.6 clinical director
7.3.1.7 nursing director
7.3.1.8 CFO
7.3.1.9 community partnerships
7.4 Let the talented experiment, allow risk taking
7.4.1 foster an environment that encourages team to try new ideas/brain storm
7.4.1.1 support staff
7.4.1.2 counselors
7.4.1.3 nurses
8 Stakeholders
8.1 Nursing and support staff
8.1.1 patient care coordinators and associates
8.1.1.1 can identify safety and value from hands on experience
8.2 Clinicians
8.2.1 counselors and clinical director
8.2.1.1 communicate the value of new ideas and act as liaison between clinical and medical teams
8.3 Management
8.3.1 department manager
8.3.1.1 support staff with change process, lead presentation on model change
8.3.1.1.1 facilitate/implement process
8.4 Physicians
8.4.1 psychiatrists
8.4.1.1 experts in addiction medicine and dual diagnosis
8.5 Nursing director
8.5.1 communicate to other organizations
8.5.1.1 maintain quality
8.5.1.1.1 knowledge of healthcare industry
8.6 CFO
8.6.1 chief financial officer
8.6.1.1 oversees 2.9 million dollar budget
8.6.1.1.1 will see model will "fit" budget
8.7 Community partnerships
8.7.1 OSUMC steering committee for Franklin County
8.7.1.1 Community partnerships to fight addiction in Franklin County
9 Improvisation
9.1 positive dislodging of habits
9.1.1 create change with clear message and vision
9.2 risk taking
9.2.1 take a new step without fear
9.3 understand positive potential
9.3.1 knowledge that change is needed with good intent
9.4 openness
9.4.1 willingness to change and impact
9.5 experiment with new ideas
9.5.1 failure may happen and revisions will be needed
10 Reflection
11 Principles
11.1 Knowing yourself
11.1.1 Inform/knowledge share
11.1.1.1 provide feedback/determine why
11.1.1.1.1 new model shared with current workplace/external feedback
11.1.1.1.1.1 acknowledge my ability to share the importance for change
11.2 Who are the stakeholders?
11.2.1 who adds value
11.2.1.1 socail captial, knowledge, resources
11.2.1.1.1 stakeholders identified
11.2.1.1.1.1 provided feedback on vision, still obtaining resources
11.2.1.1.1.1.1 still assessing value
11.3 Vehicles and approaches
11.3.1 use technology based on generations
11.3.1.1 improvisation drives innovation
11.3.1.1.1 emails sent to younger generation
11.3.1.1.1.1 poster presentation
11.4 Diversity utilization
11.4.1 open to ideas
11.4.1.1 conflict is healthy
11.4.1.1.1 brainstorming sessions with co workers
11.4.1.1.1.1 idea board posted
11.5 Ending relationships
11.5.1 supportive
11.5.1.1 ending with no longer congruent
11.5.1.1.1 mentor with administration
11.5.1.1.1.1 not engaged with co workers negativity
11.5.1.1.1.1.1 barrier; resistant to change
12 Topics
12.1 Organizational culture attributes
12.1.1 understand values, artifacts, assumptions
12.1.1.1 still trying to understand all values but understand assumptions
12.2 Innovation behaviors
12.2.1 facilitate positive movement
12.2.1.1 experiment
12.2.1.1.1 gathering encouragement from stakeholders
12.2.1.1.1.1 reviewing data
12.2.1.1.1.1.1 still finding more resources
12.3 Digital resources
12.3.1 multiple approaches for delivery
12.3.1.1 email/poster/power point/word of mouth
12.3.1.1.1 recognize importance of social media tools: facebook, twitter, linkdin
12.4 Gaps identified
12.4.1 engaged with leaders
12.4.1.1 aware of setbacks
12.4.1.1.1 frequent discussion with management
12.4.1.1.1.1 take ideas and modify
12.5 General collaboration considerations
12.5.1 inform and influence
12.5.1.1 common goal identified
12.5.1.1.1 co workers want to know more about model
12.5.1.1.1.1 want to sustain sobriety
12.5.1.1.1.1.1 common goal
12.6 Social network analysis
12.6.1 studied connections
12.6.1.1 new realization about culture
12.6.1.1.1 culture resistant but optimistic with evidence
12.7 Healthcare data management consideration
12.7.1 date supports model
12.7.1.1 building trust with co workers and stakeholders
12.7.1.1.1 requesting more data

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