Category: Blogs

The leadership at BBI understands how hard you work and we appreciate the demands of your job.  We would like to take this opportunity to highlight ways for you to take care of yourself.  Up to 90% of sonographers may have work-related injuries at some point in their career (YIKES!). The injuries typically involve the neck/shoulders, the hand/wrist, and the lower back.  But don’t panic, the good news is there are things you can do to help prevent or minimize the effects on your body since these injuries typically develop over time (1). You and your leadership team play an important role in your health. For your part, consider doing some combination of these stretches and strength training exercises daily.  The stretches are especially important to incorporate into your daily routine and can be completed in 10 to 15 seconds. Consistency is the key to achieve your goal of prevention.

Follow this link for a diagram of stretch and strength exercises:

https://www.soundergonomics.com/exercise-poster.html

In addition, here are links to videos which can address a majority of the pain points and can be performed before, during, and/or after work. Time intervals can begin at 15 to 30 seconds for each movement, while working up to 2 minutes for each movement.

• Pectoral/chest stretch to counter internal shoulder rotation and poor posture

1. Stand at end of wall or in doorway facing perpendicular to wall.

2. Place inside of bent arm on surface of wall. Position bent elbow shoulder height.

3. Lean forward. Hold stretch.

https://www.youtube.com/watch?v=QnyJ1YD4Phg

• Hip flexor stretch to counter prolonged sitting and femoral flexion

1. Lunge forward with knee on floor/padded mat.

2. Position foot beyond forward knee.

3. Straighten hip of rear leg by pushing hips forward. Hold stretch.

4.  Engage abdominal and gluteus muscles

5. Repeat with opposite side.

https://www.youtube.com/watch?v=YQmpO9VT2X4

The very physical demands of this career  require a partnership with your employer to ensure your health and longevity. Consider recommending the support of Technical Assistants to decrease your set up and administrative workload, ergonomic equipment to reduce physical stress during exams, and reasonable patient loads.  Also schedule appropriate breaks, take time off at regular intervals, and take advantage of massages to loosen up. After all, staying in good health allows your to have a long, happy, pain-free, scanning career!

References

1. Society of Diagnostic Medical Sonography. (2017). http://www.sdms.org/resources/careers/work-related-musculoskeletal-disorders. Retrieved from Society of Diagnostic Medical Sonography: http://www.sdms.org

In December we discussed some benefits of self-care both personally and professionally.  As we start the new year let’s consider making a resolution to keep our momentum going. This month we take a look at smart watches and how the technology can benefit our lives.  We did some research into which watches are best in class.

There are many benefits to smart watch technology. These devices can help you with everything from organizing your day to improving your overall health.  For organizational purposes you can have a personal assistant on your wrist to track your day at a glance. Who doesn’t need that?! For many professionals who use their hands on the job (including sonographers) the ability to send and receive information and track scheduling by voice command on their watch is groundbreaking for efficiency and effectiveness (Rahimi, 2015) .

Another area in which smart watches are helping people improve their lives is tracking health and fitness information.  They can increase awareness of energy intake and output, track hydration and sleep patterns, and make us more mindful of our self-care.  At the very least the technology makes it harder to claim ignorance of our less than healthy habits (Rahimi, 2015).

The following links may provide some valuable information when making a smart watch choice.

• These articles compare the Apple watch models currently available:

https://www.apple.com/watch/compare/

https://www.idropnews.com/news/apple-watch-series-3-vs-apple-watch-series-1-comparison/49727/

• This article gives you the low down on Apple’s competition:

http://www.comparing.guru/pages/nsearch?seedid=985&origin=bing

Whichever model you chose, we hope it helps you strengthen your resolve for self care in 2018.

 

References

Rahimi, M. (2015, June 22). https://www.quora.com/What-are-the-advantages-disadvantages-of-smart-watches. Retrieved from https://www.quora.com: https://www.quora.com/What-are-the-advantages-disadvantages-of-smart-watches

Contributed by Amanda Fraraccio

We rang in the new year continuing our focus on self-care and added a high-tech spin taking a look at smart watches.  This month we continue our technology thread and preview one of the most cutting-edge technologies in the world.  March brings with it the annual South by Southwest (SXSW) conference.  For those who are new to Austin or have never participated in SXSW other than by avoiding its traffic, it brings together tech-industry leaders, politicians and musicians, film screenings, tech presentations and concerts (Gajanan, 2017).

Though the conference got its start in the late 80’s it was not until 1994 that the “Interactive” portion featuring the latest in technology was introduced and it was piggybacked with the film category.  The tech portion split into its own sessions the following year.  The first several years featured cutting edge tech panels such as “The Web Is Dead?” and “So You Want to Make a CD-Rom?”  Their official email address was, 72662.465@compuserve.com (Hoffberger, 2015). Yikes! I feel old I actually understand what that means!

Flash forward about 20 years and the tech portion of SXSW celebrates the most forward-thinking developments in the connected world. This year there is a new tech award category “AI & Machine Learning.”  One of the finalists in this category is Unanimous AI and its Swarm AI® technology (MS News Now, 2018).  Swarm AI is described as “technology (that) combines real-time human input with artificial intelligence algorithms, optimizing the combined knowledge, wisdom, insights and intuition of the target population. Inspired by the biological process of Swarm Intelligence, the technology is modeled after the way birds flock, bees swarm, and fish school to amplify their intelligence and solve complex problems. While humans have not evolved this ability naturally, researchers at Unanimous AI have enabled it artificially, allowing groups of people to amplify their intelligence by forming real-time swarms online.” (MS News Now, 2018).

At SXSW, we have evolved from learning about CD-Roms to recognizing software programming that has accurately predicted the Kentucky Derby, TIME’s Person of the Year, the Academy Awards, and the President’s approval rating.  As fascinating as it is to be able to predict who will take home the next Oscar for best picture, AI technology has a much more humanitarian application as well and directly impacts those of us in the medical community.  Here are a couple examples of where AI is taking healthcare:

• Researchers at Phillips are looking to help in the fight against cancer, beginning with breast cancer, by reducing pathologists’ routine workload, improving diagnostic accuracy and precision, and reducing error rates using computational tools and deep learning algorithms which allow computers to analyze vast amounts of data and automatically detect patterns and make predictions (Phillips, 2017).  See the full fascinating article here:

https://www.philips.com/a-w/about/news/archive/standard/news/press/2017/20170329-philips-and-pathai-team-up-to-improve-breast-cancer-diagnosis.html

• AI can also put ultrasound technology on your phone essentially making your smartphone screen a window into your body. The Butterfly Network company currently has FDA clearance for 13 clinical applications, including obstetric exams, musculoskeletal checks, and cardiac scans (Molteni, 2017). Take a look here for more:

https://www.wired.com/story/artificial-intelligence-is-putting-ultrasound-on-your-phone/ 

Take a look at the SXSW site for full schedule of programming for this year’s conference March 9th – 18th.

https://www.sxsw.com/

As we continue to follow the developments in AI, we invite you to think about innovation for the next 20 years. Will AI go the way of the CD-Rom? What SXSW featured innovation holds the key to the next 50 years? An exciting idea to ponder but I think the better question is with all this advanced technology why is there still so much traffic?!

References

Gajanan, M. (2017, March 12). http://fortune.com/2017/03/12/sxsw-austin-texas-details/. Retrieved from fortune.com: http://fortune.com/2017/03/12/sxsw-austin-texas-details/

Hoffberger, C. (2015, March 8). http://kernelmag.dailydot.com/issue-sections/features-issue-sections/12033/sxsw-tech-history-keynote/. Retrieved from kernelmag.dailydot.com: http://kernelmag.dailydot.com/issue-sections/features-issue-sections/12033/sxsw-tech-history-keynote/

Molteni, M. (2017, November 17). https://www.wired.com/story/artificial-intelligence-is-putting-ultrasound-on-your-phone/. Retrieved from wired.com: https://www.wired.com/story/artificial-intelligence-is-putting-ultrasound-on-your-phone/

MS News Now. (2018, February 12). www.msnewsnow.com/story/37482859/unanimous-ais-swarm-ai-named-a-finalist-in-prestigious-sxsw-interactive-innovation-awards. Retrieved from msnewsnow.com: www.msnewsnow.com/story/37482859/unanimous-ais-swarm-ai-named-a-finalist-in-prestigious-sxsw-interactive-innovation-awards

Phillips. (2017, March 29). https://www.philips.com/a-w/about/news/archive/standard/news/press/2017/20170329-philips-and-pathai-team-up-to-improve-breast-cancer-diagnosis.html. Retrieved from phillips.com: https://www.philips.com/a-w/about/news/archive/standard/news/press/2017/20170329-philips-and-pathai-team-up-to-improve-breast-cancer-diagnosis.html

Contributed by Amanda Fraraccio

As we continue our focus on advancements in technology let’s take a look at our field of ultrasound and where we are heading. For many years CT and MRI were the preferred diagnostic tools in many disciplines, however, advancements in imaging quality and workflow, as well as the rising awareness of radiation exposure with other imaging modalities, have driven the interest of manufacturers and scientists toward ultrasound (De, 2012).  Sarah Fawcett, BB Imaging Regional Supervisor, has this to say about the evolution of ultrasound over the course of her 17-year career, “CT and MRI were the gold standards for diagnosing most disease and ultrasound was considered not as reliable. When I first started scanning in 2001 and would find significant disease in the lower extremity arterial system the radiologist would then recommend a lower extremity fluoroscopy arteriogram to confirm.  This procedure would give the patient a high dose of radiation.  Image quality has improved so much in ultrasound that ultrasound imaging has now become the gold standard for diagnosing peripheral vascular disease.”

There are many reasons that ultrasound has come so far.  The speed, efficacy, cost-effectiveness and noninvasive nature of ultrasound imaging are some of the key attributes that have given this technology an edge over other imaging modalities. In addition, ultrasound equipment is economical; even the most advanced ultrasound systems cost about one-fifth of the price for a low-end magnetic resonance imaging (MRI) system (De, 2012).

Another area of advancement in recent years is the use of ultrasound elastography.  This is a technology that has taken the centuries-old diagnostic tool of physical palpation and extended that method to organs located beyond the reach of physical touch, providing new opportunities for diagnosis and noninvasive assessment of disease.  This technology could lead to a great reduction in the need for biopsies in diagnosing many conditions. Elastography is being used to diagnose and stage liver disease, evaluate breast lesions, and examine the prostate. There are two methods, strain and shear wave ultrasound elastography. Achieving the same results with both methods can lead to higher confidence in the diagnosis. It has been reported in some practices that up to 70% of unnecessary breast biopsies have been eliminated based on the results of the two ultrasound elastography tests  (Massat, 2016).

 For more information on this transformative tool see this article

http://appliedradiology.com/articles/ultrasound-elastography-gaining-clinical-use

As with most emerging technologies, there are some stumbling blocks to address.  The newest diagnostics available such as 3D and 4D ultrasound, fusion imaging, and strain and shear wave elastography are not reimbursed in many healthcare plans.  Historically technology is several years ahead of the adaptation of health care plans (De, 2012).  Another issue being spotlighted is lack of diversity in study samples.  Many norms and guidelines in medicine are set based on studies including mostly male Caucasian participants.  For example, a very detailed study on cardiac ultrasound diagnostics from the American Society of Echocardiography (ASE) and the European Association of Cardiac Imagery based their guidelines for diagnostics on a study sample of Caucasian men, Caucasian women, and a small percentage of Black men (Lang, et al., 2015).

Children are another understudied group.  Elastography has the potential to be very useful in evaluating liver stiffness in pediatric liver disease for diagnosis. Following its progression in pediatric patients, including children with liver transplants, metabolic disorders, and cystic fibrosis could be key; however, all of the current data is based on adults (Massat, 2016). The good news is there are medical professionals who see this gap and are working to address the issue.  Currently, there are pediatricians gathering data on elastography in small studies but hopefully, as the technology becomes more widespread the studies will grow (Massat, 2016).

There are also organizations who are addressing norms in cardiovascular ultrasound. The clinical usefulness of echocardiography is based on the detection of abnormalities, which relies on the accurate definition of “normality” across different countries or races. Currently, available echocardiographic “reference values” that define “normality” are mostly based on cross-sectional observations of Caucasians from the U.S. and Europe (Imaging Technology News, 2018).  ASE who has the most recent data from 2015 is working on a study with its International Alliance Partners and the World Alliance of Societies of Echocardiography (WASE) to conduct a new Normal Values Study.  This study is bringing together the scientific cardiovascular ultrasound community from around the world to better understand if the current recommended normal values for heart dimensions and function in subjects from different races and countries are similar or different. In addition, normal values for novel echocardiography modalities such as 3-D and strain will be established. They have currently enrolled a landmark number of 1,000 subjects. People from six continents have been enrolled and final results are expected to be available in 2019 (Imaging Technology News, 2018).  Ms. Fawcett observes “.this study is very valuable.  For example, I personally find that there is left atrial enlargement on a majority of the echo studies that I perform.  I have often questioned the “normal” accepted values for the left atrium.  It could be that the previous method for coming up with the normal values used too small of a group of people that were non-diverse.” Fawcett currently scans in a facility that serves predominately Native Americans. The future of more expansive research groups could bring with it answers that lead to better diagnosis for a wider range of patients.

For more on this study visit:

https://www.itnonline.com/content/ase-participating-global-study-establish-new-standardization-cardiovascular-ultrasound

References

De, D. (2012, October 25). https://www.itnonline.com/article/emerging-trends-ultrasound-imaging. Retrieved from Itn Online: https://www.itnonline.com/article/emerging-trends-ultrasound-imaging

Imaging Technology News. (2018, February 26). https://www.itnonline.com/content/ase-participating-global-study-establish-new-standardization-cardiovascular-ultrasound. Retrieved from itnonline: https://www.itnonline.com/content/ase-participating-global-study-establish-new-standardization-cardiovascular-ultrasound

Lang, R. M., Badano, L. P., Mori-Avi, V., Afilalo, J., Armstrong, A., & Ernande, L. J.-U. (2015). Recommendations for Cardiac Chamber Quantification by Echocardiography in Adults: An Update from the American Society of Echocardiography and the European Association of Cardiovascular Imaging. Morrisville: American Society of Echocardiography.

Massat, M. B. (2016, March 2). ultrasound elastography is extending palpation to organs located beyond the reach of physical touch, providing new opportunities for diagnosis and the noninvasive assessment of disease. Retrieved from Radiology the Journal of Practical Medical Imaging and Management: ultrasound elastography is extending palpation to organs located beyond the reach of physical touch, providing new opportunities for diagnosis and the noninvasive assessment of disease.

Contributed by Amanda Fraraccio

Our focus in April will shift gears from technology to team member turnover.  Spring is the time of year when we clean house. Its out with the old and in with the new. That may be a good strategy for our personal lives, but research shows it is not beneficial for companies.  Employee turnover is costly in many ways.  This month, we will look at how and why companies should focus on keeping their team.

Employee retention is critical to the long-term success of a business.  Damage caused by a high rate of employee turnover goes well beyond the bottom line.  In addition to the financial costs, customers are less satisfied, productivity suffers, and morale among remaining team members is lower. A company invests more than base salary in their employees. There is also training time, lost knowledge, opportunity costs,and time invested in the search for a new candidate.  And what about that bottom line? It is estimated that losing an employee can cost a company anywhere from 50 to 200% of that team member’s salary.

So how can companies keep their employees? There are many ways people can be encouraged to stick around.  Step one begins before an employee is hired.  Recruitment is key. Each organization can benefit from identifying what aspects of the company culture and strategy are most important and then look for those values in their candidates. Beyond the resume, it is important to consider longevity, not only with previous employers, but also consider factors such as previous participation in team sports, volunteer work or any activities outside of work performed on a regular basis. Individuals who have these experiences show a potential for loyalty and longevity (Florentine, 2018). Once a company has decided on the best candidate, there are many things that can be done to retain them. According to authors Susan Heathfield and Cassandra Carver, they recommend the following:

• Set clear expectations. Changing expectations keep people on edge.

• Provide quality supervision. People leave managers and supervisors more often than they leave companies or jobs.

• Provide employees in supervisory positions with adequate training. Supervisors often have more staff reporting to them and minimal training.

• Solicit ideas and provide an environment in which people are comfortable providing feedback. Employees want to feel like a valued contributor.

• Make employees feel rewarded, recognized and appreciated. Something as simple as frequently saying, “Thank You” goes a long way. Monetary rewards, bonuses, and gifts are meaningful as well.

• Employees want to continue learning. Provide them with understandable raises tied to accomplishments and achievement as well as opportunities to develop their skills, such as industry specific reading material, in-house seminars and other continuing education opportunities.

• Create clear communication pathways so employees always learn important information first hand. This can help employees feel valued even when news is not good.

(Carver, 2017) (Heathfield, 2017)

Another key strategy in today’s market place is for companies to go beyond traditional incentives for employee retention.  Though a good healthcare plan and a 401k match are still important, they are not the incentives that retain employees long term.  Flexible work schedules, telecommuting opportunities, and generous paid leave policies rank high among employee benefits. These policies can help people feel valued as individuals, not just employees who perform a job well (Florentine, 2018).

Recent research has shown that most people do not leave a job for more money. People are looking for an organization who will help them balance work/life demands, who inject fun into the workplace, and allow them to contribute to the organization’s success.  Instead of an employee handbook detailing every single expectation of an individual, companies who retain their employees tend to have “good judgment” policies which honor a person’s common sense and capabilities (Carver, 2017).  In fact, our own BB Imaging Employee manual states “When faced with ethical issues, employees are expected to make the right professional decision” we wouldn’t have hired you if we didn’t think you could do so.

The bottom line for employers is to pay attention to employees and make sure they are being developed, rewarded, and recognized for their contributions.  Doing these things consistently can help develop a positive reputation in the industry and make it easier to attract quality future applicants.  Once established, a culture of value and support can be perpetuated by current employees who can share the sense of belonging with potential new employees and contribute to your goal of retention (Carver, 2017).

 

References

Carver, C. (2017, October 31st). http://www.astronsolutions.net. Retrieved from Astron Solutions: http://www.astronsolutions.net/keys-to-successful-employee-recruitment-and-retention/

Florentine, S. (2018, January 19th). https://www.cio.com/article/2868419/careers. Retrieved from CIO from IDG: https://www.cio.com/article/2868419/careers-staffing/how-to-improve-employee-retention.html

Heathfield, S. (2017, July 7th). thebalance.com. Retrieved from The Balance: https://www.thebalance.com/top-ways-to-retain-your-great-employees-1919038

Contributed by Amanda Fraraccio

In April, we found general retention guidelines applicable to almost any corporation.  Are there specific needs for people in the field of healthcare?  What can employers do to keep healthcare workers happy and productive?

Failing to retain team members can be costly. As turnover rates rise, the quality of patient care decreases significantly (Cooley, 2016). The top reasons people leave their jobs include team members feeling overwhelmed, not properly equipped for the task (Cooley, 2016) and perceived better opportunities, both domestically and abroad (Nguyen, 2017).

Healthcare employers can begin their retention strategy by hiring the right candidate for the job. Train supervisors/managers to properly evaluate candidates based on specific job requirements.  Areas where turnover is especially high, such as the emergency department, intensive care units, and operating rooms, require specific characteristics of staff members.  Employers can make better choices when they know how to identify those traits. Additionally, it can be helpful to allow potential candidates to shadow future co-workers to ensure fit on both sides (Healthstream, 2017).

Another central step is to streamline the on-boarding process for new hires.  One study showed that more than 15% of new hires leave within the first three months. It is important to get employees connected and engaged quickly by getting them active on the job (Nguyen, 2017).

It is helpful during on-boarding to clearly lay out expectations. For example, the expectation on day 1, day 10, and day 30 should be discussed. Adding a personal touch to the process can also help a new hire feel valued.  Some managers will ask questions about likes and hobbies and prepare a personalized welcome basket for the first day on the job (Healthstream, 2017).

In situations where third parties are involved, such as BB Imaging’s team members and partners, it is important to develop good relationships with providers who see staff members daily.  Encourage providers to recognize a team member’s hard work, offer a thank you note after dealing with a particularly difficult patient, and/or recognize a staff member in front of peers at a staff meeting. These approaches can greatly increase feelings of connectedness and accomplishment (Mandavia, 2012).

Moving beyond traditional benefits is important.  Allowing any amount of flexibility can go a long way. A staff member being able to come in an hour early or push their day an hour late so they can leave for a child’s dental appointment can be helpful for staff and patients’ schedules alike (Mandavia, 2012). Other attractive benefits include employer provided wellness programs, PTO for volunteer work (Nguyen, 2017), and student loan repayment (Healthstream, 2017).  At BB Imaging, one of our most popular benefits is providing an allowance for a monthly massage.

Another valuable tool is a “stay” interview.  A stay interview gives real time information on how an employee is doing /feeling about their position (Nguyen, 2017).  Questions at 90 days can be more general. As trust builds, inquiries at 6 months are likely to be more direct such as what would make you leave this position, what can help you stay, and are we fully utilizing your talents (Healthstream, 2017).

Healthcare is a complex yet rewarding field.  There are many demands on team members. The customer is not just someone who is utilizing services, they are entrusting their lives to the judgement and expertise of these professionals.  The strategies to care for front line teams can be most beneficial when they go above and beyond traditional means.

References

Cooley, J. (2016, January 27th). https://www.ceu360.com. Retrieved from CEU360.com: https://www.ceu360.com/4-employee-retention-strategies-healthcare/

Healthstream. (2017, June 16th). https://www.healthstream.com/resources/blog. Retrieved from Healthstream.com: https://www.healthstream.com/resources/blog/blog/2017/06/16/healthcare-employee-retention-best-practices

Mandavia, A. (2012, June 16th). http://www.physicianspractice.com/staff. Retrieved from Physicianspractice.com: http://www.physicianspractice.com/staff/keys-retaining-employees-your-medical-practice

Nguyen, A. (2017, November 29th). https://www.precheck.com/blog. Retrieved from Precheck.com: https://www.precheck.com/blog/healthcare-hr-and-employee-retention-6-key-factors-consider

Contributed by Amanda Fraraccio

We have explored ways companies can engage with and care for their employees to maintain happiness and productivity.  This month, we shift gears and discuss ways to present professionally for obtaining and securing the job desired. Being a professional is more than degrees and certifications, it is how one conducts and carries themselves in their place of employment.

Here are some strategies that apply to most professions:

Accountability

• Timeliness – Arriving late can give the impression of carelessness and not valuing people’s time.

• Responsibility- Avoid hiding from mistakes. Own them and try to correct them (Rosenburg McKay, 2017).

• Promptness – Respond to people and follow through on promises in a timely manner.

• Organization – A professional can quickly and easily find what is needed.

• Ethics – Professionals, such as doctors and lawyers, must adhere to a strict code of ethics. Even if your company or industry doesn’t have a written code, display ethical behavior at all times.

• Development – Attend seminars and attain related certifications (Joseph, 2018).

Attitude

• Negativity – Everyone has days when they don’t feel their best. Remember not to take it out on others. Complaining regularly can bring others down.

• Gossip – It is inappropriate in the workplace, whether it’s about someone else or one’s own life. Be deliberate about confiding in coworkers. Sharing personal matters is best done in private, away from clients and patients.

• Team spirit – A professional is willing to help colleagues. They are not afraid to share knowledge, opinions, or an extra pair of hands when solicited. One person’s success reflects well on everyone (Rosenburg McKay, 2017).

Attire

• Whether its business, business casual, or scrubs, be mindful of appearing neat and clean.

• If there is no dress code, choose attire that is the norm in your workplace (Rosenburg McKay, 2017).

Communication

• Phone Etiquette – Identify yourself by your full name, company, and title when you place a call. Avoid dominating the conversation, listen carefully to the other party.

• Written correspondence – Keep communications brief and to the point. A polite but formal tone is appropriate (Joseph, 2018).

Strategies for healthcare staff

• Demeanor – Healthcare staff are better reviewed when friendly, open, and they acknowledge patients immediately.

• Bedside manner – This encompasses medical knowledge, personality, and ability to understand the patient and communicate concern for them.

• Devices – While technology can be helpful for doctors and patients, it is also a potential distraction that could damage patient interaction. Device use is for recording or seeking data. Healthcare professionals strive to keep their focus on the patient. Be conscientious of addressing the patient directly. Enter data and look back at them to help the patient feel like top priority (Britt, 2012).

Knowing how to present yourself professionally can go a long way to helping you achieve your goals. In healthcare you are making first impressions every day. Keeping these tips in mind can benefit you, your company, and the people you serve.

References 

Britt, D. (2012, April). http://source.southuniversity.edu. Retrieved from South University: http://source.southuniversity.edu/healthcare-professionalism-how-important-is-proper-bedside-manner-132067.aspx

Joseph, C. (2018, January 30th). http://smallbusiness.chron.com. Retrieved from Chron: http://smallbusiness.chron.com/10-characteristics-professionalism-708.html

Rosenburg McKay, D. (2017, July 14). https://www.thebalance.com/professionalism. Retrieved from The Balance: https://www.thebalance.com/professionalism-526248

Contributed by Amanda Fraraccio

In June, we mentioned that technology is both essential to and potentially damaging in the workplace. Technology has increased speed and efficiency, improved coordination and connectivity, and increased consistency. There are also technology hazards. We can avoid some of those pitfalls with increased awareness and a few interpersonal tools.

Glitches

Electronic communication can be faster. However, emails can be lost or routed to spam, and texts sometimes don’t reach their destination in a timely manner or at all. To prevent consequences from these errors, follow up by phone or personal conversation, especially with time-sensitive or very important matters. (McQuerrey, 2018)

Distractions

Technology demands attention. The time-saving advantages are often outweighed by the constant distraction, such as Skype and phone calls in surrounding cubicles, constant emails, ringing phones, (Nestor-Harper, 2018). How can you overcome these daily distractions in the workplace? Put your personal technology away except for designated breaks, use headphones to mitigate noise in cubical situations, turn off audible alerts, or work entirely offline when possible (Smith, 2013).

Loss of Interpersonal Communication Skills

Cell phones, email, texting and social media have largely replaced face-to-face communications. While this has improved efficiency, it has also created a deficit in interpersonal communication skills, which are critical to building business relationships. They require courtesies and listening skills not necessary in social media (Nestor-Harper, 2018). One way to avoid this hazard is for companies to have defined communication protocol. Some examples include a policy on sending group and individual emails, providing regular status reports distributed to entire work groups, and having regular face-to-face project meetings. Creating a system of communication checks and balances can mitigate problems. (McQuerrey, 2018)

Conflict

Relationship conflicts do not occur as often when teams work remotely or individually in office settings, because people are more focused on their own tasks instead of office politics. However, the lack of face-to-face contact can increase task-related disputes. Many people have experienced a situation in which emails, with a valid workplace issue, became a personal grudge because of perceived “tone”. One strategy for keeping task related issues from becoming personal conflict is to utilize an online discussion board in a shared virtual workspace. When managed correctly, this forum can keep issues from festering. It can allow team members to take their time and offer input after conducting research, instead of feeling pressured to answer immediately. It can also eliminate the pressure to agree with others that sometimes occurs face to face (Ferrazi, 2012).

Technology has made it possible to conduct business at a rapid pace and across the globe. It has brought us remarkable tools for communication and advances for the good of humankind. By becoming more aware of the potential pitfalls and working toward solutions, it is possible to increase your marketability and stay at the top of your game and out of the fray.

 

References

Ferrazi, K. (2012, November 19). How to manage conflict in virtual terms. Retrieved from Harvard Business Review: https://hbr.org/2012/11/how-to-manage-conflict-in-virt

McQuerrey, L. (2018, April 5). How does a lack of communication cause conflict in a workplace. Retrieved from azcentral.com: https://yourbusiness.azcentral.com/lack-communication-cause-conflict-workplace-9430.html

Nestor-Harper, M. (2018, March 28). Disadvantages of technology in the workplace. Retrieved from Chron: http://smallbusiness.chron.com/disadvantages-technology-workplace-20157.html

Smith, J. (2013, June 20). How to Deal with 10 Common Workplace Distractions. Retrieved from Forbes.com: https://www.forbes.com/pictures/efkk45ekehi/audible-email-alerts-2/#67d715ca66d8

Contributed by staff writer Amanda Fraraccio

This month, we turn our attention to voicing ideas and concerns in the workplace. Feedback from front-line team members is vital to the success of an organization. Providing opinions and ideas in a professional manner can not only bring recognition to an individual team member but can also shape the future of an organization. Many people have opinions about their workplaces but never voice them for fear of reprisal. This tendency can keep potentially valuable information from those who make decisions (Lava, 2018).

As a team member, the successful delivery of opinions and ideas can rest heavily on how they are presented. If the organization is a traditional hierarchy, it may be best to present ideas through established channels, such as surveys or suggestion boxes. If the organization has a more open culture, then connecting directly with peers or leaders can be beneficial (Lava, 2018).

Consider timing when presenting concerns. For example, blurting out problems in the middle of a staff meeting without thinking things through is typically not the best approach. Instead, schedule time with team leaders to meet one on one, setting the stage for a more productive discussion (DeMers, 2015). Think through how to be specific and be prepared to list examples rather than make general statements. When the focus is on facts, and opinions are stated as opinions, there will likely be a less defensive response. Having solutions prepared can show team leaders you are not using their time to simply air grievances. Instead, it displays investment in the success of the organization.  It can also increase the likelihood that ideas will be considered and implemented (DeMers, 2015).

Leaders who know how to receive feedback and have avenues for implementing ideas is as important as team members knowing how to voice concerns (Sessoms, 2018). An organization with leaders who are receptive to opinions tend to have more engaged and productive teams. Open dialogue can be encouraged by listening attentively and thanking team members for their thoughts, even if they disagree (Lava, 2018).

Having a formal, confidential process to submit feedback can be beneficial.  Acknowledgment of the concern and follow up with the team member are important. It can also be helpful to have incentives in place such as companywide recognition of team members whose ideas were implemented. Interacting with employees outside the workplace, at a company-sponsored event, can promote relationship building and increase a team member’s comfort level in providing feedback. Sometimes, even in the most open environments, it may be necessary to directly solicit feedback through periodic anonymous surveys (Sessoms, 2018).

Open, honest dialogue, between team members and leaders, can often increase respect and deepen relationships (Lava, 2018). Progress is made when problems are addressed. When the focus is on relationship building and finding solutions, and feedback is shared honestly and calmly, everyone wins. (DeMers, 2015)

 

References

DeMers, J. (2015, June 24). Inc.com/jayson-demers. Retrieved from Inc.com: https://www.inc.com/jayson-demers/how-to-voice-concerns-without-seeming-negative.html

Lava, S. (2018). Workplace Ettiquette. Retrieved from Chron.com: https://work.chron.com/voicing-opinion-workplace-4397.html

Sessoms, G. (2018). https://smallbusiness.chron.com. Retrieved from chron.com: https://smallbusiness.chron.com/employees-voice-opinions-16072.html

Contributed by staff writer Amanda Fraraccio

In August we addressed approaches team members can take to present their opinions and ideas in the workplace. This month we look at company culture through the lens of Appreciative Inquiry. Developed at Case Western in the 1980s this approach seeks to change focus on the types of questions being asked and to build on what is already working well in an organization. The approach is not about denying or ignoring problems, but rather building a collaborative culture to address them (Frankel & Beyt, 2017).

Appreciative Inquiry (AI) suggests bringing awareness to the types of questions we ask ourselves and others and focusing those questions on strengths and positive outcomes. A person may typically begin their day by asking questions such as “What is next on my to do list?”, or “What can I get done today?”.

When the focus is shifted away from questions about routine its is possible to find new questions and answers about growth. These types of questions can include:

·         “What is one important thing that I am going to achieve today?”

·         “How can I best contribute to my team today?”

·         “How can I maximize my energy level throughout the day?”

·         “What will I do today that will push my boundaries and make me grow?”

By asking questions like “What will make today special?”, the focus is aimed at priorities (Steenbarger, 2015).

When the focus is on what is wrong in an organization, a negative atmosphere can result. Appreciative Inquiry questions such as these can assist team members in building a feeling of optimism and encourage collaboration:

·         “What is a recent successful team project?”

·         “What made the team so successful?”

·         “Have you noticed a colleague go beyond the call of duty recently? What happened?” (Frankel & Beyt, 2017)

It is important for team members and team leaders to work together to create a positive and successful work experience.  Team members can benefit personally and professionally from utilizing an appreciative approach to their interactions with clients as well as team leaders. Leaders can ensure further success and perpetuate this environment by concentrating on strengths and asking questions about opportunities “No amount of micromanagement brings us to successful macro management” (Steenbarger, 2015).

For more information about Appreciative Inquiry strategies visit:

https://www.stepsforward.org/Static/images/modules/40/downloadable/appreciative_inquiry.pdf

https://www.forbes.com/sites/brettsteenbarger/2015/06/21/appreciative-inquiry-leading-by-asking-the-right-questions/#6d707db2b53c

 

References

Frankel, R., & Beyt, G. (2017). https://www.stepsforward.org/Static/images/modules. Retrieved from Stepsforward.org: https://www.stepsforward.org/Static/images/modules/40/downloadable/appreciative_inquiry.pdf

Steenbarger, B. (2015, June 21). https://www.forbes.com/sites/brettsteenbarger/2015/06/21. Retrieved from forbes.com: https://www.forbes.com/sites/brettsteenbarger/2015/06/21/appreciative-inquiry-leading-by-asking-the-right-questions/#6d707db2b53c