Professional Documents
Culture Documents
RDMP Presentation For Trainees MK
RDMP Presentation For Trainees MK
RDMP Presentation For Trainees MK
Overview of Presentation
Introduction RDMp Model Reflection/ Insight Traffic Light system Implications of the traffic light Expectations
Introduction
GP GP Trainer National Clinical Lead GP access and responsiveness Associate GP Dean
PD support Trainer Support Trainee Support Executive rep at Deanery Board level Faculty Development
RDMp Relationships
descriptor R=relationships Holistic Consulting skills Communicating Working with colleagues Negative Lacks warmth in voice/manner uses too many closed questions Unable to adapt language Unclear when communicating Gives little support confrontational (+p) Authoritarian (+p) descriptor positive Good non verbal behaviour Uses open questions Adjusts questioning Expresses ideas clearly Encourages contribution Delegates appropriately Non-judgemental
RDMp Diagnostics
descriptor D=Diagnostics negative descriptor positive
Data gathering Data interpretation Making diagnoses Making decisions Clinical Management Managing complexity
Cant find a way of resolving the problem (D+M) Makes immediate assumptions Dogmatic Overlooks important information Options too limited
Positive when dealing with problems Thinks around issues Open to new ideas Shows interest and understanding Identifies key points Aware of options
RDMp Management
descriptor M= management Community orientation Practice Management IMT Maintaining performance Learning and teaching negative Unsystematic Fails to apply lessons Disorganised Doesn't keep up to date Poor prioritisation Misses reasonable deadlines Doesn't think ahead Doesn't cope well with unexpected Becomes agitated descriptor positive Sound systematic judgement Admits to and learns from mistakes Organised Regularly updates job related skills Prioritises effectively Coordinates activity Thinks ahead Delivers on time Stays calm under pressure
RDMp professionalism
descriptor P= professionalism negative descriptor positive
Defensive (M+P) Critical Shows favouritism Narrow perspective Fails to take responsibility for poor actions Treat issues as problems Disrespectful to colleagues, staff or patients Finds it difficult to seek help when appropriate
Receptive Gives constructive feedback and support Collaborates Sees bigger picture Takes responsibility appropriately Recognises limitations Shows respect Seeks help when necessary
RELATIONSHIP
DIAGNOSTICS
professionalism
Working with Colleagues & in Teams Maintaining an Ethical Approach to Practice
Fitness to Practise
Community Orientation Primary Care Administration & IMT Maintaining Performance, Learning & Teaching
MANAGEMENT
Tim Norfolk
Tim Norfolk Quality in Primary Care 2009, 17 (1), pp3749
Insight/ Reflection
Amar Rughanis Insight Table
Performa Insight nce Reflect What do you think??
Good
Good
Good
Poor
Ideal
Unconsciously competent doctors may not adapt to changing situations as they don't understand why they are (currently) competent. They may also engage in risky practices through lack of insight regarding the connection between action and effects. Consciously incompetent doctors might be difficult because they have low motivation to improve. The causes of low motivation, such as stress need to be looked for. Unconsciously incompetent doctors may be the most difficult to remediate because despite regular exposure to deficiencies in performance, they may lack the capacity to change
Poor
Good
Poor
Poor
Expectations
Full engagement Professionalism Self Directed