The criterion: behavorial change

There is a new trend in nursing inservice education which calls for a focus on mean- ingful communication technics and for a break with tradition. It calls for you, the recipient, to become intimately involved - to look at what you do - to critically eval- uate your own performance and then to change your behavior.

NO longer will i t be acceptable to merely go to inservice and view a film or listen to a lecture and then return to your depart- ment to do the same old thing in the same old way.

Gradually, in a few areas of the coun- try, forward thinking people are imple- menting a new system which supplements the usual inservice education program and makes it effective.

It i s a fact - education i s not too useful unless it accomplishes a change in be- havior. The idea behind the new approach is to acomplish that change. You as AORN members have accepted the responsibility of continuing education as evidenced by at- tendance at the Congress programs, re-

gional seminars, workshops and institutes. You attend meetings, you agree with the seminar leader, you nod your head with ap- proval. You say, in effect, "It's a good idea for everybody but me." You read journals and books, and many 06 you feel self-right- eous, you are really doing your thing toward continuing education alnd self de- velopment.

But, you go back to work and function exactly as you did before, the daily strug- gle with the same problems, the coffee break i s a gripe session about: the situation, the system, the surgeon, the anesthesiologist, the supervisor. Sure, at those meetings you did add to your information and knowl- edge, but you did not change your be- havior. So of what value i s your education? Perhaps, it does help you talk a good game.

"Not good enough," say these pioneers in forward thinking. The plan in the new program i s to help you put that knowledge to practical use. It i s adapted for nursing from similar programs for medical prac- titioners such as the one at York, Pennsyl-

November 1971 9

vania which was initiated under the direc- tion of Robert Evans, MD, or the one in Denver under the direction of Robert Brit- tain, MD.

The doctors are realizing that in order to give quality care to patients they must continually evaluate their performance and change their behavior as appropriate.

These realizations may be due to pres- sures from the changing society - the push for national health insurance - the med- ical audit system - the population explosion or the physician shortage. For whatever reason these MDs are facing the fact that past methods of improving their perfor- mance such as attending meetings or read- ing the literature just are not enough. They, like the nurses, meet in groups aiccording to their specialty and together they evaluate their performance and they explore meth- ods of behavioral change.

The first step with the help of group process, i s to look at your performance. List the things you do in your job.

Second step - systematically list the problem areas.

Third step - discuss and evaluate the problem (one problem per session). Why is it a problem? Do not be defensive. DO not blame others. Discuss the problem as it pertains only to your behavior.

Now you have identified the problem and begun to look for solutions. Invariably those solutions call for a change in your behavior. It will necessitate a breaking through defenses which act as resisters to change.

We believe this new program has excit- ing potential for all operating room nurses. We hope you will consider its implementa- tion for your department.

Mark Twain said, "I will never let my schooling interfere with my education."

We believe OR nurses should say, "I will make sure my education is visible! and meaningful through the behavioral change

it produces in me." 0 -Betty Thomas, RN

Edifor

Targef seffing: A creafive approach fo performance appraisal NCE pre-Congress workshop O n Saturday, January 29, 1972, the NCE Committee w i l l sponsor a workshop enti t led "Target setting: a creative approach to performance appraisal." The program w i l l be given by Naomi Medearis, associate professor, coordinafor Interdisciplinary and Leadership Development Pro- grams, Continuing Education, Colorado University School of Nursing. The workshop w i l l be held from 3-5 pm.

Mrs. Medearis wi l l present a lively, vivid assessment of the concept and process of target- setting i n relation to performance appraisal. She w i l l particularly emphasize s t a f f development through the evaluation process. Her teaching methodology i s aimed at enabling you to effec- t ively cri t ique and apply the material, thus faci l i tat ing practical application in your own situa- tion.

This session wi l l serve as a prelude to a series of forthcoming AORN National Seminars en- t i t led "Staff development through performance appraisal." (See tentative National Seminar schedule elsewhere in this issue.) The content offered within the workshop has value for both the supervisor and staff nurse.

Certainly, you, as participants, w i l l be challenged to examine wnether you are fostering creativity or conformity in terms of the evaluation process1 Plan on attending this informative program1

10 AORN Journul