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PDF (PhD Thesis) - UWE Research Repository - University of the ...

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In my role as action researcher I was determined to influence an effective<br />

change. I wanted my research to really make a difference. So when I was<br />

asked by Jon a modern matron from <strong>the</strong> co-inquiry group, to attend her<br />

hospital modern matron‘s meeting on 1 st March 06 where <strong>the</strong> focus would<br />

be to produce a tool that would link reflecting with <strong>the</strong> Trust‘s quality<br />

processes, I jumped at <strong>the</strong> opportunity to influence practice.<br />

The meeting included several matrons from one Directorate within <strong>the</strong><br />

Trust and two Training Officers from <strong>the</strong> Staff Development Leadership<br />

and Management Training department who were not clinically based but<br />

worked across <strong>the</strong> Trust, having previously held nursing posts. The<br />

modern matrons had identified a problem in <strong>the</strong>ir areas whereby staff<br />

making clinical errors especially drug errors, were not necessarily learning<br />

from those mistakes. It was difficult to track how <strong>the</strong> individual‘s practice<br />

had improved. So <strong>the</strong>y wanted to produce a reflective model <strong>of</strong> <strong>the</strong>ir own<br />

which could be used by <strong>the</strong> person making <strong>the</strong> error and which would<br />

incorporate some evidence <strong>of</strong> practice development while at <strong>the</strong> same<br />

time provide information for <strong>the</strong> Trust about risk management. It was<br />

hoped to produce a carbonated form that could be used across <strong>the</strong> whole<br />

Trust and which <strong>the</strong> individual would keep in <strong>the</strong>ir portfolio. Fur<strong>the</strong>rmore,<br />

some parts could be kept in work files or checked for patterns across <strong>the</strong><br />

Trust by <strong>the</strong> risk assessment team. The group decided to keep<br />

anonymous <strong>the</strong> parts that would be sent to <strong>the</strong> risk assessment team so<br />

that confidentiality was maintained.<br />

I was asked to present various reflective models and I talked through <strong>the</strong><br />

pros and cons <strong>of</strong> each <strong>of</strong> <strong>the</strong>m in relation to developing staff 49 . I argued<br />

<strong>the</strong>re was no perfect model and talked about each <strong>of</strong> <strong>the</strong> models strengths<br />

and weaknesses in promoting and directing learning from experience. I<br />

suggested key questions to include on this new form. In particular, all <strong>the</strong><br />

models focused on <strong>the</strong> individual and <strong>the</strong>re was very little about <strong>the</strong><br />

49 These were Johns‘ models versions 5, 9, 10,14 (1994-2004) Gibbs 1988, Atkins and<br />

Murphy 1993, Taylor‘s 2000, Holm & Stephenson‘s 1994, Driscoll‘s 1994 and Boud et al<br />

1985<br />

201

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