The Implementation of a Model of Person-Centred Practice In Older ...

The implementation of a model of person-centred practice in older person settings
Recommendations
1. There is a need to secure formal on-going commitment for practice development
as core day-to-day work among programme participants/internal facilitators and
to have agreed systematic processes in place for increasing ‘buy in’ and active
participation among all clinical staff.
2. Person-centred PD and management need to be more joined up.
3. Older People must be active participants in PD work around their care and
services and ways need to be found to enable participants to gain skills in
working with service users as also being evaluators of the service.
4. Where uni-disciplinary practice development takes place attention needs to be
given to promoting awareness and longer term involvement with other disciplines,
5. Preparation of Directors of Nursing needs more attention in PD work. Directors
and indeed Assistant Directors cannot always fully appreciate the implications of
PD if they have not experienced it before.
6. Directors and other key stakeholders need to appreciate looking for ‘quick fix
solutions’ that are not embedded into practice is not part of PD because the
processes used are not led by or owned by practitioners and will therefore not be
sustained.
7. Further work needs to be undertaken with Directors and Assistant Directors of
Nursing in order to increase their understanding of emancipatory PD processes,
so that they can ‘lead’ changes, role model and ‘embed’ them in everyday service
delivery.
8. Future PD advisory groups need to be redesigned.
9. Internal facilitator role needs clarification and protected time
10. Some external facilitators require the same or similar preparation as internal
facilitators especially if they are new to working outside of their own organisation.
11. There is a need to further develop, streamline and expand the role of skilled local
facilitators within NMPDUs who can systematically both work with key staff acting
as internal facilitators for practice development work (specifically using
emancipatory approaches) and facilitate staff teams who seem stuck in outmoded
forms of practice or ‘unable to vision’ new ways of working, to enable them to find
ways of addressing organisational and practice ‘blocks’ necessary for sustained
developments in practice and wider organisational cultural change to be effective
on a large scale.
12. Active learning methods can be used more systematically in PD work.
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