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NURS 517: FISH Philosophy
Transcript of NURS 517: FISH Philosophy
School of FISH
Binni Hagstrom, Marissa Reynolds,
Andrew Richardson, & Erinn Stampley
Integrating the FISH model as an organizational tool in the hospital.
The Current Problem:
Dissatisfaction with reorganization and revision of structure of hospital
Understaffed and unable to give quality patient care
Loss of morale
Lack of Teamwork
What is the FISH philosophy?
The Key Components:
What side will you wake up on this morning?
Ordinary day or Magnificent Day?
What difference will you make today?
Make work fun!
Bringing a positive attitude and knowing that play and work can coincide together
Emphasis is on teamwork and working with colleagues in a respectful manner and fun environment.
What is the experience you are giving to patients?
Quality Care vs Standard Care
Making the patient feel they received the best care
Make Someone's Day
Not limited to listening, keeping eye contact, but how teamwork is established and used to benefit the patient
The key question is: What is the mission for the patient as part of the interdisciplinary team in their healthcare?
Solutions & Outcomes
Patient, Practice, and Community involvement
Integration of the FISH Philosophy
Inter Professional team Involvement
Step 1- Solutions & Outcomes
--Communication of concerns
--Being Present at work
--Evaluate need for change and restructuring
Step 2- Solutions & Outcomes
--Update patients on changes
--Evaluate staff adaptation to change
--Choosing One’s Attitude
-- Community leader involvement
Step 3- Solutions & Outcomes
--Patient Education Tools
-- Initiate movement of model
-- Playing at work
--Social Media Outlets
Step 4- Solutions & Outcomes
--Integrate Social Service
-- Evidence Based Workshops
-- Advocate for local and national change
Step 5-- Solutions & Outcomes
--Continue to develop new tools for education
--Make the Patient’s Day
-- Seek funding
Social Justice Advocacy
Dobson Level of Advocacy
(Dobson, Voyer, Hubinette, & Regehr, 2015)
"We may all be different fish, but in this school we swim together!"
Chart House Learning. (2015, May 12). The Fish! Philosophy. Retrieved from https://
Davis, B. P., Clevenger, C. K., Posnock, S., Robertson, B. D., & Ander, D. S. (2015). Teaching
the teachers: Faculty development in inter-professional education. Applied Nursing Research : ANR, 28(1), 31-35. doi:10.1016/j.apnr.2014.03.003
Dobson, S., Voyer, S., Hubinette, M., & Regehr, G. (2015). From the clinic to the community:
The activities and abilities of effective health advocates. Academic Medicine, 90(2), 214-220. doi:10.1097/ACM.0000000000000588
Paquin, S. O. (2011). Social justice advocacy in nursing: What is it? how do we get there?
Creative Nursing, 17(2), 63-67. doi:10.1891/1078-45220.127.116.11
Ramteke, G. (2008, September 21). Go Fish!. Retrieved from
Staib, K. (2009). Why fish philosophy
works. Retrieved from http://www.workhappynow.com/2009/03/why-fish-philosophy-works/
Developed to help integrate the FISH model into practice on the units of the hospital during restructuring period, and as a tool to use in future employee orientations to new employees.
Stage 1: Planning and Decision Making
Hospital Administration, Unit Managers, Heads of Medical Staff, and Human Resources
Receive feedback from staff members regarding restructure process
Dissatisfaction of restructure process
Financial Assistance, Implementation of a structural change during an already occurring restructuring process
Stage 2: Create a Task Force
Unit managers, hospital administration, medical staff, human resources, and interested staff members on unit (RN, ancillary, housekeeping, PT, OT, etc)
Create a multidisciplinary integrative team as the task force for the implementation of FISH philosophy
Create a teamwork atmosphere with similar goals that can identify goals as a team to address concerns of staff
Difficulty recruiting staff members
(Chart House Learning, 2015)
Stage 3: Inform Staff
Who: Task Force
What: Spread the word that change is coming to the institution
Why: Create a buzz around a positive change that will be occurring during the reconstruction process
Barriers: Negativity from staff
Stage 4: Workshops
Task force members, managers, human resources
All staff members attend FISH workshops held by
FISH consultants and task force
Create change of culture in an integrative, teamwork
All staff members making change after attending
Stage 5: Be Persistent
All staff members
Uphold FISH philosophy in the organization
Change of culture to implement teamwork and interdisciplinary care as the fundamental objective of the organization
Upholding standards of FISH philosophy
Was the problem resolved?
Continue FISH philosophy?
Any Changes to the model?