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Multi-

Disciplinary

Teams

Models

Usually reflects:

-the amount of collaboration among team members

-the ratio of direct “hands-on” service to consultation support.

Communication

Power

Conflict

MDT Etiquette

Wide Variety

Medical “Pull-Out”

-High “Direct Service”

-Low Interaction

-May report individually to a case manager

Inter-disciplinary

-Moderate to high direct service, some consultation

-Moderate to Low interaction

-Meetings for: referral, planning & scheduling services, sharing information

-Team leader or case manager helps co-ordinate

Trans-disciplinary

-Balance of direct service and consultation

-High Interaction: Joint assessment, formulation, identification of issues, planning, information sharing

Collaborative

-High consultation, direct service delivered by those closest to child/family

-Inter-dependant relationships

-Over-lapping roles, with some specific functions

Speciality Teams

-Limited ongoing relationship

-Come together a few times for a highly specific purpose (E.g. IPP or IEP, Referral, Intake)

Care & Handling of

Difficult People

Tips

*Be Calm

*Understand their intentions

*Get some perspective from others

*Let the person know your intentions

*Build rapport

*Treat the person with respect

*Focus on the actions & steps to move forward

*Ignore

*Request the help of your manager/team-leader

Your Actions

Internal traits & motives

drive decisions.

My Actions

External forces

drive decisions .

FUNDAMENTAL ATTRIBITION ERROR

PERSONAL

STRUCTURAL

MA

N

I

F

E

S

T

L

A

T

E

N

T

Feelings:

It's ALWAYS Personal

-Not good or bad- must be considered

-Different people = Different feelings

-Fuel motivation & commitment

-Help to develop relationships

-Primary source of conflict & Tension

  • Fear- Unknown, Loss of Control, Failure, Rejection
  • Resentment
  • Secondary Anger

Sources of Conflict and Tension

Personal

-Communication

-Commitment to Team

-Lack of respect

-Self-esteem

-Different values

-Passivity

-Teamwork v.s. “Social” work

Structural

-Team size

-Role definition

-Team goals

-Unequal rewards

-Leadership

-Limited resources

-Power imbalances

-Coalitions & factions

Definition

A group, composed of members with varied but complementary experience, qualifications, and skills that contribute to the achievement of specific objectives.

AGENDA

-What is a Multi-disciplinary Team?

-Who are the members?

-Advantages/Disadvantages

-Team Models

-Team Skills:

  • Communication
  • Understanding Power & Context
  • Dealing with difficult people

Communication - Advanced

-Monitor emotions

-Actively listen & clarify

-Ask for additional detail & examples

-Could perceptions be accurate , true? (Acknowledge)

-Monitor emotional responses

-Don’t assume you know what the other person is thinking

-If you need time to consider, or to regain control- It is OK to claim it

-Check your motives, honestly

-Consider what you value about your relationship

-Begin with positive goal

-Monitor emotional state

-Give specific examples

-Make a behaviour change request

-Express thanks for considering, explaining

The Basics

-Respect others feelings, needs, rights, expertise,

-Share information & expertise openly

-Participate, contribute

-Seek feedback and ideas

-Consider other points of view

-Use active listening, check your understanding, use "I” statements

ABC's of Team Etiquette

-Attend regularly & on time

-Be flexible and open to new ideas

-Communicate constructively

-Do your share

-End- Stay until the end

-Focus: Pay attention- Avoid cross-talk

Respect & Support

Attention

Culture

Context

Sender Issues

Sender Issues

Skills

Feelings

Reciever Issues

Trust

Words

Style

Attitudes

Issues to Clarify

-Who is part of the ‘team”

-Where/when do team members communicate

-How often is team updated

-Meeting process

-Written records: what, who has access, where & how

-Who communicates with family/child

-What actually happens?

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