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So in Monmouthshire we now have 12 mentors and we will have another 5 after
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the next piece of work. What we did is we took the collaborative
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communication training and we sort of broke it up into bite-sized pieces the
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bite-sized pieces that we felt people needed the opportunity to revisit and
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then to practice and it's practice, practice, practice.
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So, we work in pairs - the person that I work with is a Direct Care Lead. OTs and
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physios work together with social workers, you know
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you're not all social workers anyway and we each, each pair tries to
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deliver a mentor session three times a year. The sessions are about two hours
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long, we normally have somewhere between 8 and 15 people coming to a mentor
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session. They're bite-sized pieces of the training as I say and these are the
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overarching sort of headings that we advertise. Who benefits from coming to
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these sessions? Every member of staff benefits for different reasons,
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we often talk in terms
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of our workforce loosely falling into thirds, a third spent a day with Rhoda and
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thought "oh my god this is fantastic I want to, you know, get on with it". Then
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there's a third who think "oh this is the emperor's new clothes you know we're
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going to be, we've done this before it'll soon go away", and then the third in
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the middle who've needed a lot more support. So the mentor sessions people
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can self-select but equally as supervisors and team managers for people
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who are struggling and finding it a bit more difficult you can direct them to
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those sessions so it's somewhere that you can pass people on to to continue to
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have more help. Okay like we said we do lots of training with people,
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we've done lots of collaborative communication but still there are times
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when you think "what is it about this that people
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are struggling with? Why is it that they don't get some of this, or do they get it
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but they just find it quite difficult to write it down and to record it?". So despite
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all the efforts that we've put in, we have an IT system now
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whereby people have to put personal outcomes down at the end of every
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assessment or through the assessment process and they are scored, so from the
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person themselves, so we took some of the outcomes, some, we took about 700 of the
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outcomes and I read through them and from a thirds perspective
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a third of them you sort of go "whoa, that's amazing",
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a third you go "you're getting there but it just needs something else", a third were
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"have you been listening, do you understand, do you know what we are doing
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and why?". And then that's a third a third and a third makes one, but there was
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still also a little percentage that were complete howlers where you think "oh my
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god are you really qualified?". 'To be hoisted by the nurses' - that was a
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personal outcome on somebody's file and you think, really? So we did
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this activity this exercise which went down
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really well so basically we put loads of outcomes on people's on
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tables and people in teams looked at the outcomes and they had to score them they
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had to rate them - is that a red outcome
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(red being not a great outcome), is that an amber outcome (as in, you're nearly there
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or it could be good) and is that a green outcome (which is great). Now the impact
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that this had on our staff has been really, really, really quite inspiring
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because they've all looked at some of those outcomes and gone "oh my goodness I
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really do write things like that" and they've really thought about how they
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have so easily at times slip from being person-centered and
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person-focused back into that 'service' sort of language or back into professional
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language, you can read some of the outcomes and you know whether you're
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looking at the outcome of a social worker, a physio, an OT by the language
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that's written.