Human Factors

'People support and drive safety'

Human Factors

The machinery of care is complex. If it is to work effectively, it needs to be operated by people with the right skills and behaviours.

The recognition that the interactions between human behaviour and the systems that are in place is a greater determinant of safety than individual effort, presents us with both a challenge, and a solution.

The aim of a conventional safety investigation, or assessment, is to identify system learning and improvement, not to identify and respond to individual performance issues. The risk with this approach is that staff will not feel confident to speak up when things go wrong, fearing they will be blamed. Blame is counter-productive to learning, as it discourages openness and communication, whilst also acting as a barrier to the development of an effective culture of safety.

At Iodem, we believe that supporting staff to be open about mistakes allows valuable lessons to be learnt, so that the same errors can be prevented from happening again in the future.

‘Encouraging people = improving safety’

In order to achieve a continuous and sustainable improvement in safety, the role which people play has come into sharp focus.

There are times when an individual will need support to work safely (including training, supervision, reflective practice, or disciplinary action). However, this may have an impact upon the wider team in which they work. For example, these effects may be seen in a negative impact upon morale, or attendance, as time and resources are diverted to manage problems.

Iodem has established a significant track record in tackling these difficult issues with both sensitivity and success.

We can provide a range of interventions at an individual, or at a team level. For example, we are able to provide quality support and clinical management to an individual, however the situation may actually require the application of a wider strategy. In which case, singling out an individual would be unfair and counter-productive, both in relation to that individual and the broader structure in which they work.

Typical indications that there may be a ‘people problem’ include:

  • Increased staff turnover
  • Poor professional relationships
  • Poor attendance at safety meetings
  • Inter-departmental conflict
  • Poor clinical performance
  • Increased complaints which are leading to adverse publicity

'People based solutions'

Iodem can deliver a number of bespoke solutions to tackle even the most entrenched ‘people problems’. We do this through our experienced panel of trouble shooters. Membership of this panel includes reviewers, examiners, and mentors drawn from numerous specialties and related professions. Their skills include:

  • Knowledge - Expertise in specialist fields
  • Insight – Understanding gained through hands on experience
  • Integrity - Long-standing clinical and professional probity
  • Discretion - Efficient, impartial and independent
  • People Management - Help create advocates to increase learning

Their knowledge and insights can be used at an individual, a team or a departmental level to support individual and/or team performance issues.

Iodem can provide the following:

  • Support
    • Including mentoring
  • Bespoke training solutions
  • Strategies to cultivate and support effective interdisciplinary working
  • Practical advice and assistance in the development and implementation of strategies to:
    • Improve performance
    • Achieve costs savings

Iodem also provides an independent clinician-led mediation service, capable of resolving conflicts arising from issues such as dignity at work, communication breakdown and individual or departmental performance.