picture, the first one is to look at, how does the picture that is on the table, pick one that represents how you lead and also work with others? How do you lead and work with others based on the picture? Look at a picture and see which picture, yes, please, yes, the faculty, please join the other table, please, sorry. There's extra pictures there, so if you, Robbie, if you wanna just pass it on to the other tables, that'd be great. Alright, as you pick a picture, I want you to have a discussion with your group and talk about this, why you picked that picture, so that your group members can come to know you a little bit and get to know you a little bit. Why did you pick the picture you picked? We'll give ourselves maybe five minutes to do this. Oh, that's a nice one. I brought it over. Oh, you brought it over. Oh, I got you. I was just going to grab one. Damn it. Keep in mind, the first question is only you, not the group, only you. The group, you identify a picture as a group at the end. So for now, just individually. In the next two minutes, we are going to shift gears and look at number two to number five. So please pick a leader within your group because we are going to have group presentation. Identify a present issue facing your practice that you are interested in addressing collectively as a group. So it could be any issue that you identify as a present issue as a group. And based on your individual character strength that you did, which strength leads to the greatest result at work based on the issues that you have, you bring up within the group. As I help, identify an issue, identify an issue that you all feel like you would like to address together, and then utilize your character strength that you did to see how best your character strength can help you address that issue at your practice or at work or at your environment, whatever the case is. All right, so just to provide some clarity, question three, each group member really talks about the various strengths that they have and how they utilize those various strengths to address issues or, see here, I said that leads to greatest results at work. And then based on everyone's individual strength, we pick one, one strength, and as a group, number five, how do we use that one strength to address the bigger issue that we are discussing as a group? All right, is that helpful? Yes, sir. All right, our time is up. So usually, when I have actually done this within my group, it's good that everyone takes the challenges and really utilize their various strengths, identify their various strengths, and see which strength can actually foster better results or a better change outcome. But because we have very limited time, that's why we've kind of condensed it to kind of like just discuss briefly your individual strength. Then let's find one strength that we want to work on as a team. So I hope that was helpful. I hope that was challenging and exciting enough. And so which group wants to go first to present? Ajay, do you want to go first? All right, can you use the camera? Because I think they are recording the mic, sorry. We had an issue remembering the strength slide you had. But we're going to tell you what attributes we used, but not sure if we can label it as a strength from your slide. And it's going to be two, three, and five. Just please remind me that we're going to answer. It's two, three, and five. Question is two, three, and five. So we identified a pressing issue that many team members shared that exists in a way or another in their ICUs, which is how to get a whole team working together when the team is made of APPs, like advanced practice providers. And you have also trainees who are students, interns, or residents in your ICU. And you're trying to run the whole team together. In my hospital, we assume things should be OK. But then down the road, we realize that we have a lot of issues, and then start to come as complaints from the trainees that they are being like, APPs are stepping on their toes, like disrupting their learning process. And also, APPs think that learners, they are needing time to address critical issues in the ICU. And patient safety is being compromised. And they are jumping to save the situation. Nurses are preferring the APP approach because they are there, ready to go and solve problems. And they don't like to give the intern the time, escalate the issue to the supervising resident, the fellow, and all that. They say not all issues can wait, and we don't like it. Then we wanted to address the issue. So that's a pressing issue. That's number two. So mainly team dynamics. Team dynamics. That's a big one. So based on your individual character strength, which strength leads to the greatest results at work? So I mean, addressing that issue, I was given the task to solve that big problem. So I think what I've done over the last two years is still being solved. But we were learning from our own mistakes. And we kept modifying the model going forward. But I think the key strength, I don't know how to fit it in your slides, but it was like listening and putting myself in the shoes of each member of the team and learning about what their needs are and what they can do and add value to the team. So you're a great listener. Listener, yep. So active listening and trying to put myself in their shoes. So that was, I think, the one thing. And also that the different team members believe that I have interest in solving the problem without kind of excluding anyone. I want to include everyone. So Justin. That was one of the themes. If you did a cap, then some people may have had believe or self-believe as one of the themes. And so there is that complaint that you really believe in them. And if I go to number five, so based on your strength, discuss with the group how everyone's collective strength can contribute to leveraging the pressing issue. I mean, how I applied that to the issue at hand, down the road, everybody realized how they can learn from the others. Like to summarize, the students and trainees, they appreciated how much APPs can help them when it comes to the ICU, admitting patients, checklists, order lists, order sets, or like medical protocols and all that. And they learned what they are in the ICU, how to comply with them, how to take care of ICU issues away from the main diagnosis. And they have to standardize care in the ICU. So they learned big deal from APPs on that. And on the other hand, also APPs are learning from residents and fellows and trainees discussions, medical discussions around specific diagnosis in the ICU. And they do that, all that together. So they do all that while still not stepping on each other's toes. They have their own patients, but we're around as a team together. But everyone, every part of the team appreciate the value added by the other members. Right. So this concept, one of the strengths that I don't know if anyone in your theme actually also taught me, excellent work, excellent work. But one of the other strengths as you were talking that I see how it can play a huge role is having someone who has the strength of being a coach and really being able to coach the entire team to really understand what everyone really brings to the table. It's also helpful if there's somebody within the team that is more of a learner and being able to really provide that education and learning what are the different disciplines and what are different medical students and APPs and et cetera, and residents, what are the different stuff like, you know, projectory of their growth and how does it tie into the team dynamics, right? Because you may have an APP that has been doing it for like 10 years and may really be more on the higher level where you may have an APP that is like one or two years that, you know, they may be, they may want to do a lot of the procedures, right? And so how do we best learn the various, you know, so like projectory of growth and so that is where the strength really comes in place, knowing the various strength and using which person can be in charge of what and et cetera, great job. All right, who wants to go next? So, we picked this picture, it looks like a teamwork, like a classic Google workspace, I guess. So, as a group, we identified a pressing issue facing our practices that is communication. Pretty much like from the cases that we were discussing before, the transplant team and like different teams within the same ICU talking to each other. And when we started looking at our individual character strengths, we kind of came to the conclusion that we all want to be zentensivist, right? To become within the storm and I guess the word for that is composure, right? To stay put and kind of be see-through-the-clouds, kind of like in a state of hypnosis, right? When everyone is running around, not like in this picture, but let's say like during the code or some critical situation, just be the one person that leads the group. And to answer number five based on your strengths discussed within the group, how everyone's collective strengths, it's more of a statement than a question. It's like everyone's individual strengths can contribute to the teamwork. So, we have another picture on the table which looks like a puzzle, right? So, each puzzle piece is as important as any other puzzle piece, right? So, it's not this is brighter and this is the corner, right? So, basically everyone has different answers on that question there, but at the same time, we share certain traits, right? So, being a piece of a puzzle is important. So really identifying someone that can lead this by the communication, by figuring out how to bring all the puzzles together. Correct. Awesome. Great job. Any questions for the group? All right. Next group. Yes, sir. Somehow, I got suckered into volunteering again. There's a lot about what my group thinks of me, so I appreciate it. I've made no friends today. As a group for us, sorry, Kwame, I am going to turn my back to you. That's all right. That's all right. Everybody else out here. But the pressing issue that we identified facing all of our practices, I'm in pediatrics, but everybody sort of agreed with this, the post-COVID results of losing so many trained nurses so that not only do we have short nursing staff, but then their education experience is also significantly low compared to when I started and the issues that come from that and how that just creates patient care issues, teamwork issues, all of that. Individual character strengths, what we kind of looked at as a group from our picture, we picked this picture, which looks like a couple of college-age kids talking together, having a good laugh, but really thinking about collaborative effort, being a member of a team, and within those character strengths, a lot that came out from those that took the test that would potentially help with this issue is being an empathizer and being a coach, which a lot of us identified as being one of our strengths coming through, mainly because if you're a new nurse who's joined the workforce in the last two years, you didn't ask for core training coming into it, and you certainly didn't ask to be thrown into high patient ratios and things like that that are not really within your control. So trying to identify times that we can empathize with their situation and then try to coach them through difficulties that really come from trained experience, training new nurses that is now missing in the workforce. Great job. I really think when someone has a coach as part of their character strength, it goes a long way, and within an entire group, hopefully there is someone that is really willing to truly guide and coach others, because they're able to not only, and that's where I feel like servant leadership really plays a huge role, where they're not looking at their self-interest but really the service, what the team needs, and that's what I think a coach really does as well. Great character strength. Good. All right. Next group. So we are table eight, and so the issue that we identified is kind of a fallout from the pandemic. There's just a systemic inappreciation for healthcare workers, leading to distrust from the public, disconnect from admin that I know we're all probably intimately familiar with, and that's leading to kind of what they talked about with the shortage in nursing staff. We mentioned that the boomer population is starting to retire, it's a huge group, access to care is only gonna get worse, so it's a big issue. So we talked about our individual character strengths that lead to the greatest results at work, which we identified as having a really collaborative spirit, being really supportive of each other, having that empathy and fostering relationships, not being afraid to have difficult conversations with each other, because that respect is our underlying foundation. And then for based on our strengths, how we can attribute to leveraging that pressing issue, just look for support with it from within, because if you can't get it from without, get it from each other. Maintain accountability, expectations, and professionalism at the same time. We are not going to act like we're all victims, we're gonna still be professionals. And then just remember that each individual's perception is their reality, and that can be a hard thing to keep in mind. So we chose this picture of someone playing chess, and you could look at it and think that it's somebody who's controlling everybody else, but we kind of see it as there's a leader, and they're helping coordinate each of the chess pieces, which each play a different role, and they each have their own strengths and weaknesses on the board. And I think just to add to that as well, it would be great if there is someone within your team that you identify that has that people's person sort of like engaging with others, because then they will definitely find a way to how do we appreciate each other within a group. Instead of waiting from outside to appreciate us, within a group, can we actually go out and have coffee together or something? So I think those are the things that sometimes we can bring in that person that is such a huge people, you know, we call it people's pleaser, but it's not, it's a character strength, right? They really desire to make sure everyone is taken care of, everybody's thought about. Bring that person in as the leader for that group and to really make sure that everyone feels heard, everyone feels that they are part of the team, and that is the character strength that really plays a huge role in cases like that when people feel underappreciated. That's great, awesome, awesome. Next group, I think number five, yeah. Our group, we more or less had group discussions. We didn't directly answer all of the questions, so I'm just gonna kind of give a, we had more, it's more qualitative research. I can tell you our themes. So our pictures we identified with mainly as a group, the first one was this picture of, it looks like a team and they're all surrounding each other and it looks like they're really trying to motivate everybody and get everybody excited. And half of our table identified with this picture and that we're trying to lead from within and motivate that team to keep moving forward and get excited about new things. The other picture, ironically, that we chose was this picture of chains. And initially, we kind of laughed about this picture, but we found that the chains also identified with strength, also identified with barriers and obstacles to overcome too. So initially, we kind of laughed about it, but then found that about half the table identified with that picture too. As far as our pressing issues, some of the themes we identified within our group were a leadership gap. So you're looking for that division head or you're missing those pivotal roles on committees within our organizations. And just kind of what that does when you don't have that good leadership there. Another pressing issue identified with was generational gaps as well. And how do you identify with that younger or older generation so that you can work together as an effective team? Those are probably our main big ones. As far as individual character strengths, we talked about active listening and whether that's a learned skill over time or a skill that you have, maybe something that comes with experience. But we talked about how important active listening is. But then also with that, being able to deliver on that and actually have results and be able to make changes too within your group. Awesome. You know, keep in mind that when you identify strength, you have to develop into it, right? You have to develop it, you have to invest into it. And that is perfect. Active listening, it may be your strength, but it doesn't come just over time. Develop that as well. That's very good. All right, I think the next group, next table. Hi, sorry if you're behind me a little bit. We didn't really pick one picture. So I'll just describe some of the pictures that we had. We really looked at sort of the coaching and teamwork pictures. So turning around and reaching out behind you and helping someone else up. And then also diving in and doing along with others. So the issue that we identified really was this post COVID staffing challenge. There's just a lack of retention and an overall loss of culture and knowledge within our institutions that is really difficult to rebuild. And maybe that it's not about rebuilding it, but it's about building it anew. And then as far as our strengths, we had some coaches and analysts and problem solvers at our table. And so we really talked about connection, advocating for our teams, coaching and servant leadership, which had been mentioned before, but also just highlighting the need for institutional support. There's financial commitment. And right now, many of us are being asked to do more with less, and that is further contributing to burnout within our teams. And it's further contributing to the retention problem and the culture problems in our units. Great job. On a character strength that I was thinking about when she was talking, it's really the connectivity. You have people that are able to bring that pre and post COVID really together and see how do we bridge, get over this bridge that we currently have with the division and the challenges that we have with the new post COVID era. So that was great. Next group. So we talked a little bit about the problem being the intergenerational gap and how we view the workplace with some of the more, I think we're talking about Gen X, which if you can believe that I am, sort of looking at the workplace as a team and that we're there as a team with a mission versus some of the younger generation who talks about the workplace as family and the need to belong. And how do you reconcile those two things where we're not actually family members, but there's a need for belonging in a different way maybe than we had previously. So in talking about that, we picked this photo, which we thought was strength of uplifting. So how do you uplift your team so that everyone feels like they belong? And we talked about the value of praise. And so praise is really important for team members. And if you can continually have a baseline where you praise good work, when you do run into situations where you need to provide more formative feedback or constructive feedback, it lands in a much better way because the team feels secure and individuals feel secure that they belong on this team because they've been consistently praised over time. So that if you are addressing a concern, it doesn't land personally, it feels more like a system concern and something in a bigger picture that you're trying to improve. Thank you. Sense of belonging. I think we've covered all the groups, right? Yes, we have. Awesome. All right. So I think our time is almost up and Jerome. Thank you. Amazing. Let's give you another round of applause. So I think it's lunchtime, which is great. Our lunches and boxes and everything are in the back. You guys are welcome to eat in here or go outside and come back. We are going to restart at 1 PM. Apologies for all the interactions and the great discussion. We haven't had a panel to actually ask questions. But all speakers are here, so feel free to talk to them at lunch or afterwards and ask your questions. So we'll see you guys back at 1 o'clock.

leadership

teamwork

hospital setting

pressing issues

character strengths

team dynamics