Doris Young Associates'
Young Thoughts
Volume 5, Issue VIII
August, 2004
IN THIS ISSUEEmbracing Differences
Leading With Style
The Three C's
On The Lighter Side
Embracing DifferencesHealthcare has many cultural and ethnic differences pooled together. Diversity is a wonderful thing if different perspectives are honored and embraced. No one can make a statement about a group of people that would be true for all the people in that group. Getting to know and enjoy learning about differences can only improve the environment for patients and staff. In recent times we’ve heard so much about difficulties with the generation gap among generation X, Y, and baby boomers. The problem is not really related to the differences in generations. As a new grad, I had many of the same ideas of our new nurses today. The way people deal with their differences is more important than the differences themselves. Discovering attitudes and styles of dealing with diversity is the answer to solving any problems that may arise. There are four areas that should be considered in the diverse healthcare workplace. The things that influence the level of difficulty relate to knowledge, understanding, acceptance, and behaviors toward diversity. In this newsletter we will discuss knowledge. The knowledge individuals possess about diverse backgrounds and cultures is important when caring for patients and working well with coworkers. Stereotypes or fixed images are created when people have limited knowledge and develop generalized opinions. These images influence the way people relate to each other. Generalizations often become frozen or fixed even when there is evidence to the contrary. Inaccurate assumptions and drawing incorrect conclusions based on fixed or generalized impressions obviously will result in poor interactions with others. This creates strained working relationships and affect workplace productivity. Attempts to get accurate data and draw upon previous contacts and relationships before characterizing others allows more openness towards patients and co-workers. Responding with a desire to learn about other cultural and generational perspectives will bring richness that comes from that knowledge. Adding factual data to personal information brings balance and reduces learned biases. Many insensitive words and phrases have been identified with suggested alternatives. For example when talking about oriental people it is much better to use Asian or their specific nationality of Korean or Japanese when possible. When referring to female coworkers call them women rather then girls. Instead of chairman use the word chair. If you refer to someone telling a “white “ lie it is a lie and calling it white does not make it okay. Someone is not blacklisted he or she is banned. Likewise, a person is not a black sheep he or she is an outcast. The bottom line is that people who make an effort to find out more about diverse cultural groups work better with others and enjoy their work more. People who have interest in learning about other people and their history create the kind of environment where everyone enjoys working. This is the way to understand and use information to develop unbiased working relationships. Set up your environment for success by making it fun. Have individuals share specific information about cultures of interest at staff meetings so everyone can grow in a non-threatening way. Have groups of people make up poster displays for your staff lounge. Have the staff choose a theme for monthly luncheons that highlight diverse foods. Do show and tells at a staff meeting and have people bring something personal to share with others. Bring a movie about lifestyles of different cultures and have people compare their lifestyle with the ones seen in the file. Have people read an article about a culture that is different from their own and compare their views with the author. For more information on diversity contact Doris Young at 800 673-8005 or www.DorisYoungAssociates.com.
Leading With StyleWhen was the last time you thought about what kind of leader you are? It is very important to recognize that people follow people not rules. People follow for many reasons so thinking that a title will suffice is very dangerous. One reason people follow is because followers want a leader that will accomplish something meaningful. A leader may be chosen because of his or her focus on effectiveness and ability to implement a performance plan with goals that are shared. Followers want a point person who can resolve tough issue. A leader’s boldness distinguishes him or her from others in the group who understand equally well what needs to be done. Both fortitude and boldness represent characteristics associated with strength. People choose the bold individual because he or she cannot be deterred on their way toward specific goals. They choose the leader high in fortitude for his or her personal strength. People choose a leader because they believe he or she will help the group succeed. The person high in Team Building is able to overcome differences among members and build consensus on what they want to accomplish and how. People find is fun to work with a leader who makes them feel good about themselves and the contributions they can make to the team. Differences in status can be ignored at times, and the leader is simply one who moves things along and draws out contributions from those involved.
People also want to be inspired. Followers choose leaders because they believe that he or she understands them and offers a response to their needs. The leader’s words ring true, because followers can relate them to their own experiences. People follow the inspiring leader because they believe their goals are that person’s goals and what the leader achieves will prove advantageous for them. The follower establishes an emotional bond with a leader because he or she feels understood and the follower is then willing to sacrifice to meet leader-defined goals. Followers also choose their leader because they have proven to be trustworthy as servants. They have demonstrated by listening and responding that they place the highest priority on meeting the needs of followers. They have no agenda other than the one identified by the followers, unless it is to protect them from dangers of which they are unaware. The serving leader asks, “What can I do for you?” Servant leadership is not just for powerless. He or she offers a way for followers to better their lives. Leadership is a learned skill that needs development. Being a life-long learner will result in continuous improvement. Reading books on leadership is helpful. Learning about your strengths and areas in need of development can help you identify your improvement plan. An easy assessment tool can get you on the right track. For more information about leadership training contact Doris Young at 800 673-8005 or www.DorisYoungAssociates.com
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The Three C's
Abraham Lincoln said, Character is like a tree and reputation like its shadow. The shadow is what we think of it; the tree is the real thing. Joan Boyensiko from Harvard University describes three characteristics that are found in the most stress hardy people. I have found that these are the same qualities found in the most satisfied people as well as the most successful people.
The first characteristic is making a commitment versus having a sense of alienation. People who make a full commitment interact with curiosity and engagement. They experience all activities as interesting. Helen worked in our instrument room and she told me one day that when she puts and instrument tray together she was saving lives. Like Helen, people who make a commitment see the big picture and how they fit into it. The truth is that people create their own reality and many people look all around them to find someone to blame for what they don’t like about their situation when the solution is starring at them in the mirror. Feeling a sense of control as opposed to powerlessness is the next important characteristic. People that recognize their ability to influence events in their life demonstrate this characteristic. They know that they can’t smooth out the surf, but they can learn to ride the waves. Like Helen, we have control over our response to the world and we can experience all the activities we’re involve in as personal choices. It’s so much better to say I get to go to work everyday as opposed to I have to go to work everyday. Finally, looking at situations as a challenge as opposed to a threat is the last characteristic in the most successful people. Change is a stimulus for personal growth and life is a series of ends and new beginnings. Those who adapt quickly to change will keep up, but the real winners will create change and experience life with openness. How many of you need an attitude check. If you’re not enjoying life it has more to do with your attitude then anything you’re doing. Attitudes are contagious. Is your worth catching?
An old man went into the hospital for the first time. Toying with the bell cord which had been fastened to his bed, he asked his son: "What's this thing?"
"It's a bell."
The old man pulled it several times. "I can't hear it ringinig." he said.
"No," explanied he son, "it doesn't ring, It turns on a light in the hall for the nurse."
The old man was indignant. "if the nurse wants a light on in the hall, she can turn it on herself!"
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