Key themes | Representative quote | % |
---|---|---|
If there were less popular topics in debriefings, maybe even taboo topics, which would that be? | ||
Mistakes, errors, and deviations | “If someone had made a mistake, […], I only noticed this once, they pretended it had never happened, they made minimal corrections, and then they pretended it had never happened […].” | 32.9 |
Hierarchy | “[…] Addressing problems related to working conditions and superiors, anything that could challenge hierarchy […]” | 20.6 |
Personal issues | “[…] I find it extremely difficult to talk on a personal level. Addressing personal issues or criticizing someone […]” | 19.2 |
Sexual harassment | “[…] Topics related to sex, harassment and other delicate issues […]” | 9.6 |
Emotions | “Most often it is rather emotional topics that make someone feel offended or when is situation itself is a demanding.” | 6.7 |
Cultural differences | “[…] Teamwork between nurses and physicians is always a hot topic […]” | 5.5 |
Nothing | “The stronger the trust within the team, and in the attending physician, there are no taboo issues that can’t be talked about. In my department, I know of nothing that can’t be talked about […]” | 2.7 |
Ethical issues | “[…] extreme situations, deciding when resuscitation efforts should be stopped or how relatives should be involved […]” | 2.7 |
On a scale from 1 to 10, to what extent do you think people talk about unpopular topics in debriefings; 1 = only talk about popular topics, 10 = only talk about unpopular topics? | ||
3–4 | 34.4 | |
7–8 | 31.3 | |
5–6 | 25 | |
1–2 | 9.4 | |
On a scale from 1 to 10, are these unpopular topics typically addressed at the beginning or at the end of debriefings; 1 = at the very beginning, 10 = at the very end? | ||
7–8 | 47.6 | |
5–6 | 23.8 | |
1–2 | 19.1 | |
3–4 | 9.5 | |
In your view, who has the best ability to address unpopular issues? | ||
External person | “I would say an external person […], people who are not involved in but still somewhat knows the process. […]. Someone standing on the side lines still knowing what is going on.” | 25 |
Staff members who are trained and experienced | “Someone with appropriate training and experience.” | 19.6 |
Staff members who are open minded | “[…] I guess just being open and giving anyone a voice.” | 17.9 |
Staff members who are popular and brave | “[…] an empathic person […] who is not afraid of repercussions [...] who will not blush and backtrack [...]” | 12.5 |
Senior / more experienced staff members | “There is a clear hierarchy. The people on the highest hierarchical level have better opportunities to address something […]” | 10.7 |
Involved team members | “Well, I think it would be best if someone within the team would run it. In my opinion, it is easier that self-awareness arise within the conversation instead of discussing it from my point of view as a leader.” | 5.4 |
Physicians | “Since conversations are mostly or frequently conducted by physicians, they have the greatest chance to address issues, treat them transparently and motivate the nurses.” | 5.4 |
Psychologists | “[…] Probably psychologists, they are open for debriefings and have therefore the best requirements […]” | 3.6 |
In your view, who has the least ability to address unpopular issues? | ||
Staff members without debriefings experience | “Someone without appropriate training.” | 27.6 |
Staff members who are unpopular | “The bullying head of department.” | 20.7 |
Staff members who cannot listen | “People who cannot listen.” | 13.8 |
Junior staff members | “[… ] lower hierarchy level would have fewer chances.” | 13.8 |
Physicians | “Physicians because they do not wish to speak about mistakes, especially older physicians.” | 6.9 |
Involved team members | “[… ] those who are the most affected [… ].” | 6.9 |
Nurses | “[… ] the least requirements have nurses.” | 6.9 |
People taking care of patient positioning | “If people taking care of patient positioning would address unpopular issues, everyone would be like ‘oh no, we do not have to listen to them’.” | 3.5 |