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Displaying records 1 through 6 of 6 found.

Collaboration and Communication in Healthcare: Principles of Interprofessional Practice. Year Developed: 2016. Source: University of California, San Francisco, Interprofessional Education Program. Presenter(s): n.a.. Type: Online Course. Level: Intermediate Introductory. Length: Series; varying lengths..

Annotation: Interprofessional collaborative practice is key to safe, high quality, accessible, patient-centered care. This course aims to introduce health professions learners to the fundamental principles and skills for effective interprofessional collaborative practice. This course is comprised of five modules consisting of 6-10 segments each. The five modules are available to be used consecutively or as stand-alone content. Module 1: What’s it all about? Introducing core interprofessional education concepts. (7 videos) Module 2: Who is on my team? Understanding the roles and abilities of different health professions. (6 videos) Module 3: How will our work get done? Understanding task distribution, accountability, and communication. (8 videos) Module 4: How do we tackle challenges? Conflict management and negotiation. (9 videos) Module 5: How can we work together? Leadership and membership in teams. (10 videos)

Learning Objectives: • Explore the benefits of interprofessional collaboration for patients and providers. • Discuss some of the forces that are moving healthcare towards greater interprofessional collaboration. • Describe the roles and scope of practice for different healthcare professionals Introduce key skills to enhance communication, collaboration and conflict management. • Explore team leadership and membership.

Managing Conflict at Work: Effective Strategies for Successful Resolution. Year Developed: 2015. Source: HRDQ-U. Presenter(s): Martin Delahoussaye. Type: Webinar Archive. Level: Intermediate Advanced Introductory. Length: 50 minutes. Handout

Annotation: This webinar, led by Martin Delahoussaye, shows how to achieve the benefits of "constructive conflict management". The presentation shows that, when handled properly, conflict can yield many benefits–from sparking creativity to better problem solving and improved relationships. The speaker shows how achieving success is a matter of understanding how and when to utilize the most appropriate strategy for managing conflict.

Learning Objectives: • Five different strategies for managing conflict • How and when to utilize an Integrating strategy • The best uses for alternative strategies • How to create a conflict management development plan

Workplace Violence Training Spotlight. Year Developed: 2013. Source: MCH Navigator. Presenter(s): Keisha Watson, PhD; Beth DeFrancis, MLS; John Richards, MA. Type: Training Series. Level: Intermediate Introductory Advanced. Length: Series, various lengths.

Annotation: This collection of over 20 learning opportunities (ranging from introductory to advanced), gathered by the MCH Navigator, presents trainings and resources to assist Title V staff and grantees in focusing on how to interact with potentially violent individuals during periods of high stress and emergency, as well as the broader prevention agenda of workplace mental wellness. Topics include: (1) online trainings, videos, manuals, and toolkits related to workplace violence and (2) mental health online trainings, manuals, blogs and other resources, including hotlines.

Managing Conflict Effectively (Maternal and Child Health (MCH) Leadership Skills Development Series Module 4). Year Developed: 2008. Source: Johns Hopkins Bloomberg School of Public Health, Women’s and Children’s Health Policy Center. Presenter(s): Ann-Michele Gundlach, EdD. Type: Online Course Video. Level: Introductory. Length: 384 minutes.

Annotation: Module 4 of the MCH Leadership Skills Development Series starts with a 25 minute lecture on “Perspectives on Conflict” by Ann-Michele Gundlach, EdD. She discusses varying perspectives on conflict, emotions in disagreement, and creates personalized strategies to deal with personal differences. The next 20 minute lecture by Dr. Gundlach focuses on “Strategies for Navigating and Resolving Conflict”. She identifies where and why the disagreement exists, and preparing and implementing an approach to addressing the conflict. The module also includes group discussion questions, case studies, self-assessments and personalized plans relating to conflict resolution.

Learning Objectives: • Examine personal views of, and reactions to, conflict. • Examine the effects of their emotions on their effectiveness at work. • Enhance communication and negotiation skills to more productively deal with conflict. • Learn and apply new strategies for analyzing and responding to conflict.

Conflict Management: Lessons from the Field . Year Developed: n.a.. Source: South Central Public Health Partnership. Presenter(s): Kathy Vincent, LCSW; Michele Jones; Josh Klapow. Type: Video. Level: Introductory. Length: Self-paced. Troubleshooting Tips for South Central Public Health Partnership Courses

Annotation: Conflict is a normal part of our everyday life both at home and in the workplace. Mismanaged conflict has both direct and indirect costs as it decreases productivity, increases problems with morale and increases liability. Conflict management is a constructive way of approaching this natural phenomenon so that the result is a positive outcome. In this broadcast a real-life approach to conflict management was provided as specific scenarios, sent in by viewers, were addressed to a panel of Human Resources experts. The panel discussed each submission as a case study. Viewers were also invited to join the discussion during the broadcast by calling to talk with our experts. All emails and calls were handled anonymously so that, together, the panel and the viewers were able to discuss successful conflict management strategies.

Learning Objectives: • Define conflict and conflict management. • Describe how to structure a conflict management process. • Understand the importance of successful conflict management in the workforce environment. • Feel more confident about approaching conflicts.

Special Instructions: To access this course, you first need to create an account.

Continuing Education: Certificate of Attendance

Conflict Management. Year Developed: n.a.. Source: South Central Public Health Partnership. Presenter(s): Josh Klapow, PhD; Lisa Goldstein Graham, MS. Type: Video Course. Level: Intermediate Advanced. Length: 180 minutes. Troubleshooting Tips for South Central Public Health Partnership Courses

Annotation: This video course has nine modules, each related to conflict management. In module 1 and 2, the instructors provide an introduction to what conflict is, and Module 3-8 provide the steps to conflict management: adopt a learning stance; start from the neutral story and extend an invitation; explore their and your story; problem solving; and lastly, reinforce behavior change. Furthermore, module 9 uses conflict management role playing as a learning tool. Corresponding module handout scenarios are available as well as a course PowerPoint. A quiz is also available to assess comprehension.

Learning Objectives: • Define conflict and resolution • Know how to structure a conflict management process • Be able to feel more confident about approaching conflicts

Special Instructions: Registration to the South Central Public Health Partnership is required. For new users it will take one weekday to receive an access email. If you are registered in TRAIN, login using that username and password. Click on "Course Offerings" and search for "Conflict Management ". [Note: videos may not be compatible with Macs]

Continuing Education: A completion certificate will be awarded if you receive 70% or higher on the course quiz.

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This project is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) under grant number UE8MC25742; MCH Navigator for $180,000/year. This information or content and conclusions are those of the author and should not be construed as the official position or policy of, nor should any endorsements be inferred by HRSA, HHS or the U.S. Government.