Civility Matters! An Evidence-Based Pathway to Foster ... · Civility Matters! An Evidence-Based...
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2017 AACN Baccalaureate Education Conference; Atlanta, GA Cynthia Clark PhD, RN, ANEF, FAAN: ATI Nursing Education
Civility Matters! An Evidence-Based Pathway to Foster Healthy
Academic Work Environments and Learner Engagement
OBJECTIVES
Define workplace aggression: incivility, bullying, and mobbing
Explore the impact of incivility on the healthcare environment
Identify healthy work environments and assess civility acumen
Detail a step-by-step, evidence-based pathway to foster civility and healthy work environments
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Defining Key Concepts
Authentic respect for others requiring time,
presence, engagement, and an intention to seek
common ground. Clark & Carnosso (2008)
CIVILITY
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Workplace Aggression
Incivility, Bullying, and Mobbing
Workplace Incivility
A range of lower intensity acts of aggression (including failing to
take action when action is warranted) which may result in
psychological or physiological distress for the people involved.
And, if left unaddressed, may spiral into more purposeful efforts
to harm another and/or into more threatening situations.
Clark & Kenski, 2017; ANA, 2015; Clark, 2013, 2009, Pearson & Porath; 2013, 2009, 2005; Andersson & Pearson, 1999
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It’s not only what we do…but what we don’t do
Staying silent when speaking up is indicated, failing to
acknowledge or support a co-worker, ignoring others,
withholding important or vital information
Repeated, persistent, targeted pattern of abusive behavior
designed to intimidate, degrade, and humiliate another. Usually
characterized by a person asserting power over another.
The National Institute for Occupational Safety and Health (cdc.gov/niosh)
Workplace Bullying
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Leymann, 1992; Davenport, Schwartz, & Elliott, 1999; Westhues, 2004; Harper, 2013; ANA, 2015; Castronovo, Pullizzi, & Evans, 2016
Workplace Mobbing
Rankism Abuse of power or position to demean, diminish, or
disadvantage another
Fuller, 2003; 2006
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The Envy of Excellence and
Tall Poppy Syndrome
Top performers envied, resented, or
criticized for their accomplishments and
achievements.
Westhues, 2004; Mouly, Suchitra, & Sankaran, 2002
Joy Stealing
Heinrich 2006, 2007, 2011, 2016
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Detrimental Impact of Incivility
Low morale, low productivity, high turn-over, and early retirement
Increased absenteeism, tardiness, ‘presenteeism’
Diminished quality of work (especially of once highly productive people)
Lack of meaningful participation in governance activities
Working at home more than usual
Increased isolation—flying under the radar
Increased illness and health issues
(Crawford et al, 2017; Porath, 2016; Clark, 2013, 2017; Cipriano, 2013; Twale & DeLuca, 2008)
Impact of Incivility at Work
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Negative Impact on the
Learning Environment
Increases stress and anxiety
Impairs faculty and student well-being
Weakens relationships
Impedes effective teaching and learning
Decreases motivation and student engagement
Patient Safety and Quality Care
Nurse Performance, Clinical Reasoning and Judgment
Patient Advocacy and Moral Courage
Recruitment and Retention
Collaboration and Inter-professional Teamwork
Job Satisfaction—Intent to Leave
The ‘Bottom Line’
Crawford et al 2017; WBI, 2016; ANA 2015; Laschinger et al 2013; Clark et al, 2012; Dellasega & Volpe, 2013; Lewis & Malecha,
2011; Dellasega, 2011; Johnston, Phanhtharath, & Jackson 2010; Cleary, Hunt, & Horsfall 2010; Felblinger 2009; TJC, 2009, 2012
Negative Impact on the Practice Environment
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Foster Civility and Healthy Work Environments
G O A L
EVIDENCED-BASED
STRATEGIES
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Positive Role Modeling
Developing Self Awareness
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Self Awareness
Self-Management
Relationship Management
Social Awareness
EMOTIONAL
INTELLIGENCE
ME
Self-Assessment
Clark Workplace Civility Index©
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Transforming the Organizational Culture Taking your Workplace to the Next Level
Step 1—Raise Awareness and Build
Organizational and Leadership Support
Civility
Incivility Stress Coping
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Step 2—Measure Workplace Health
Identify, Develop, and Celebrate Strengths
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Step 3—Assemble and Empower a
Civility (Organizational Culture) Team
Clark, 2013, 2017; Maxfield et al, 2011
Step 4—Develop an Evidence-Based
Action Plan
Evidence-
Based
Action Plan
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Step 5—Implement an
Evidence-Based Action Plan
Establish, Implement, and Commit to
Unambiguous Foundational Statements
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Pledge of Civility, Diversity, and Inclusion [Commitment, Charter, Promise, Creed]
Purpose, mission, strategic goals, values
Commitment to civility, diversity and inclusion Well-defined norms/ground rules
Ground Rules (Norms)—Exemplar
Assume goodwill and best intentions
Be respectful in our interactions
Use direct and honest communication
Model professionalism, civility, and collegiality
Listen carefully and with intention to understand
Be inclusive and respect diversity
Be open to other points of view
Hold self and each other accountable for abiding by norms
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Hire for Civility
Robust Vetting of Candidates
Policies, Procedures, and Guidelines
Confidential Reporting Systems
Addressing Incivility; Rewarding Civility
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Linking Healthy Work Environment
Criteria to Performance
360° Evaluation Based On: Vision, Mission, Values, Charter/Pledge, Norms
Skill Building Effective Communication
Constructive Conflict Management
Don’t make the mistake of assuming people can “just do it.” Effective organizations
use training, education, 'script development’ and role play to improve communication
and constructive conflict negotiation skills. Maxfield et al, 2011
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Additional Thoughts
Make ‘touch points’ a priority—meaningful, sincere, significant
Maintain confidentiality and avoid favoritism
Take complaints seriously; avoid making excuses for bad behavior
Address incivility – coach and supervise respectfully
Invest in post-departure interviews
Porath, 2016; Matice, 2016; Clark et al, 2012; Clark, 2013; Cipriano, 2011; Pearson & Porath, 2009
Step 6—Evaluation and Reassessment
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Step 7—Reward, Celebrate,
and Reinforce Successes
Step 8—Expand, Modify, and
Continue the Initiative
CIVILITY
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Self-Care and Stress Management
Work/Life Balance
Questions, Comments, Ideas
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C I V I L I T Y
Cynthia Clark PhD, RN, ANEF, FAAN
Strategic Nursing Advisor | ATI Nursing Education
Founder of Civility MattersTM
Thank You