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

The implementation of a model of person-centred practice in older person settings
providing feedback to the participants, however, the participants felt that the
demonstration of that support/commitment needed to be visible and consistent
throughout the hospital by engaging others in dialogue about the programme and
initiatives that were been undertaken.
The programme emphasised the value of working with a shared vision based on
collective values and beliefs together with the need to work systematically, evaluate
processes and outcomes, develop action plans, develop reflective skills (in and on
action) and empower others to be “leaders of something” within the workplace.
Working with the Terms of Engagements provided the groups with the ‘norms’/rules
of behaviour on how they behaved and interacted with one another. It provided them
with the means to affect interventions if behaviours became dysfunctional and
comment on such behaviours without sounding critical or judgemental.
Working on the development of a shared vision and purpose statement in each
hospital was a starting point for cultural change in the workplace as values and
beliefs influence behaviours. According to Manley (2002) a match between what we
say we believe and what we do is one of the hallmarks of effective individuals, teams
and organisations and so a values clarification exercise took place resulting in a
formal launch of their Vision Statement in each site.
In implementing cultural changes there were many barriers to overcome, in particular
the long term effects of institutionalised practices. An awareness campaign within
each hospital was undertaken and it aimed at putting dignity at the heart of
everything that the healthcare providers did. One such example was challenging
non-person-centred language in the workplace. This work was ongoing by raising
awareness through the display of posters, dialogue and displaying a poem written by
one of the participants. Monitoring this and other practices involved the participants
developing the skills of “high challenge” and “high support” which was often achieved
through the strategies of “graceful care”.
Quality of Life Exercise “Getting to Know You” using an activity called “Cats, Skirts
and Lipstick” that gathers information about the person rather than the “patient label”
proved to be very informative and assisted the staff to individualise their approach to
the residents/patients.
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