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					       NHS Education for Scotland

                 Summary Report

             ECCF Masterclass :
            Personal Effectiveness

                 1 December 2009

At Thistle Glasgow.
1.   Introduction

     The Early Clinical Career Fellowships initiative is being led by NHS
     Education for Scotland as part of Modernising Nursing Careers (SEHD
     2006). The overarching aim is to design, develop, deliver and evaluate
     an early succession planning approach targeted at new registrants with
     study at Masters level at its core. The fellowships include access to
     masters level education, mentorship, one to one clinical coaching, action
     learning sets and masterclasses. This report summarises the third
     masterclass of the initiative which focussed on Personal effectiveness.


     This one day event promised to be an interactive and useful day for
     fellows to learn and discuss their own effectiveness.

        Update on national and local progress on ECCF in NHSScotland
        Consider how to use Emotional Intelligence more effectively in the
        Consider how to positively manage conflict and difficult behaviours
        Understand the impact of behaviour on individuals and teams to
         achieve better outcomes

     The PowerPoint presentation and handout for the masterclass are
     available at http://www.nes.scot.nhs.uk/nursing/eccf

     Liz Jamieson, Programme Director, chaired the day, welcoming the
     fellows to the outlined the aims and format of the day. The full
     programme is in appendix 1.

2.   Update

     Liz gave an update of changes to the Project Team with Carol Tavares-
     Chen joining the team as Project co-ordinator and the main point of
     contact through the ECCF email address eccf@nes.scot.nhs.uk
     Liz remains the Accountable Officer in her role as Programme Director
     and Ann Rae, Educational Projects Manager has operational
     responsibility for ECCF.

     Liz highlighted a few recent developments:

        Next masterclass – in March – information will be circulated in due

        New ECCF branding on all future communications – fellows may like
         to use this for presentations etc. There is a PowerPoint template
         available. Get in touch with the ECCF Project Team if you wish to
         use it.

          The ECCF explained leaflet was distributed at the masterclass and
           fellows asked to distribute. More copies are available form the ECCF
           team and they can be downloaded from the ECCF website.

          The ECCF Newsletter was distributed again for fellows to distribute.
           The 3 fellows on editorial team (Darren Wilkinson, Susan Miller and
           Lee Nicholson). Will be meeting in January and would welcome any
           suggested articles from fellows. Again more copies are available and
           it can be downloaded from the website.

          Meetings have taken place with the NHS Board Leads to strengthen
           the infrastructure for ECCF. If fellows do not know who their NHS
           Board lead is, they should contact the ECCF team.

Liz then introduced the three Action Learning Set Facilitators who leading the
group work around personal effectiveness. Kate Cocozza, Fiona Cook and Ian

3.     Summary of Groups work

Kate introduced the three workshops which would each run three times so that
everyone would be able to attend all of them.

Kate‟s workshop was based on based on Neuro Linguistic Programming we
explored the concepts of:

       *      The meaning of communication (Responsibility)

       *      The impact of positive behaviour on outcomes (Proactive vs

       *      Helpful presuppositions
Fiona led a session on emotional intelligence which focussed on recognising
our feelings and the feelings of others; also recognising that our feelings have
an impact on our behaviours and consequently have an impact on others.

Using transactional analysis as a model, the group explained personal
responses to situations, recognising that some of our responses are learned
behaviour from the past which may not always be appropriate.

The group looked at emotional competencies and began to explore how each
could begin to become more emotionally intelligent in a range of personal and
professional situations.

Session closed with Fiona‟s mantra – „you can‟t change other people … you
can only change yourself!‟

The flipchart outputs from Fiona‟s session in appendix 2.

Ian ran an interactive session around to support fellows in conflict

Ian summarised the session and asked fellows to identify a) what they had
learned and b) what action they would take forward after today. These were put
onto a “learning tree”. The full list of feedback is in Appendix 3.

Examples of the learning points were:

“Conflict isn’t negative”, “conflict can be managed and dealt with before crisis
stage”, “It’s important to acknowledge emotions”, “more understanding of
emotional intelligence,

Examples of actions were:

“Think how I can change a negative situation into a positive one”, “Try to be
more aware of others feelings and the impact my behaviour can have on them”,
“Make more of an effort to be positive when going to work for a 12hour shift”.

4.     Evaluation

The masterclass evaluated well with 70 % indicating that the aims were fully
met and 100% feeling able to contribute to the discussion. 97% rated the event
excellent of good.

Fellows liked the smaller interactive group work, some would have liked more

Suggested ways of improving the masterclass included: presentations available
on the website, keep group work and interactive sessions, perhaps an option to
choose the workshops of interest, less content but more indepth.

Other comments included suggestions for future masterclasses e.g Masterclass
in future with speakers who can show us opportunity employment after ECCF is
finished. Would love to have a session or masterclass on submitting journal abstracts

There were many positive comments including “The best masterclass yet. Very
informative and learned loads”.
The full evaluation is in appendix 4.

5.     Summary

       Ann closed the masterclass thanking the fellows for attending and
       contributing throughout the day; Carol for organising and the facilitators
       for running such valuable sessions.

                                                           Appendix 1

10:00                   REGISTRATION AND COFFEE

10:20   Welcome, introduction and national    Liz Jamieson,
        update                                Programme Director,
                                              Ann Rae, Educational
                                              Projects Manager
                                              NHS Education for

10:40   Feedback from Fellows activity        Fellows
        following Pt Experience Masterclass
        and question time

11:00   Personal Development Workshops        Kate Cocozza, Ian
        (coffee available during workshop)    Duncan, Fiona Cook
                                              Action Learning Set

12:30                    LUNCH AND NETWORKING

13:30   Personal Development Workshops        Kate Cocozza, Ian
                                              Duncan, Fiona Cook (as

15.45   Evaluation and thanks                 Ann Rae
                                              Educational Projects
16.00                           CLOSE

                                                                   Appendix 2
Flipcharts from Fiona’s session

Emotional Intelligence Is

Understanding how you feel
Impact on Others
Self Awareness
Aware of Others Educational
Impact on Others
Aware of Others Feelings

Emotional Intelligence Refers To

      Capacity for recognising our own feelings and those of others
      For motivating ourselves
      Managing emotions well in ourselves and our relationships

Competencies in Emotional Intelligence

      Self awareness
      Self regulation
      Motivation
      Empathy
      Social Skills

Transactional Analysis


      Everybody is ok
      Everybody has capacity to think
      Everybody has capacity to change

Ego States

       Parent                 P             Deals with the past
        Adult                 A         Deals with the Here and Now
        Child                 C             Deals with the Past


           P                              P

           A                              A

           C                              C

           F                              L

Life Positions

                     I–U+               I+U+
                     I–U–               I+U–

      I‟m only OK if …..
      I‟m not OK when …..
      Others are OK when …..
      Others are not OK when …..

Drama Triangle

               P                               R


So What Now?

     Become emotionally literate „ I feel …
     Distinguish between thoughts and feelings
     Take more responsibility for your feelings
     Use your feelings to make decisions
     Use feelings to set and achieve goals
     Fell energised and not angry
     Validate other people‟s feelings
     Use feelings to show respect for others
     Don‟t advise/criticise/control others
     Avoid people who invalidate you

Appendix 3

Post It Notes

Learning Points

      What you have learned. Different views of conflict resolution. Differing
       way to communicate.
      Self awareness.
      Self awareness of mine and others feelings.
      What will be different? More aware of own emotions. Seeking to
       understand other people‟s emotions. Respects other‟s world.
      Positively manage to understand how to effectively manage conflict.
      New perceptions/ways of thinking. Dialogue for difficult conflicting
       situations. Awareness of different thinking in situations.
      Conflict techniques. Change ways of thinking.
      You can use energy from any emotion.
      It‟s important to communicate early on in a conflict.
      How to use emotional intelligence and NLP in the workplace.
      Explore how to gel. Use the energy of anger rather than supervising I
       am ok with it!
      To consider responses beyond the emotive.
      Effectively use. Emotional intelligence in the workplace.
      How past can affect your behaviour unconsciously.
      Nearly all the information was new, so will follow up with extra reading –
       Authorise we have been direct to be facilitators.
      Recognising triggers for conflict. Managing conflict effectively.


      Be more aware of adult -> adult conversations.
      Deal with conflict in a different manner take 10 second prior to reacting.
      To engage with greater confidence in areas/issues of conflict.
      Establish commonality (goals) when dealing with conflict.
      Try to be more aware of other people‟s feelings around me and the
       impact my behaviour can have on them!
      More understanding of emotional intelligence. Am now fully aware of
      Conflict hotspots. Manage conflict more effectively. Self awareness.
       Positive thought.
      Conflict can be managed and dealt with before crisis stage.
      Think how I can change a negative situation into a positive.
      To effectively use emotional intelligence in life.
      Can be a positive experience.
      It‟s important to acknowledge emotions. Both your aim and others.
      Be more aware of colleagues feelings.
      Conflict isn‟t just negative.
      Intercept early. Find root of problem (proactive). Be aware of emotions
       and their influences change strategies.
   Make a conscious effort to be positive when going to work for a 12° shift.
   Pro action.
   Be more proactive with conflict resolution. Look at NLP in more depth.
   To be more assertive in using conflict skills.
   Listen.
   Seek to understand.
   Allow time to think before reaction in difficult situations
   Be aware of others feelings.
   What can be improved. Sessions were too short and too much to be
   Be more negotiable rather than confrontational

                                                                         Appendix 4

30 delegates completed an Evaluation Form.

Were the aims of the masterclass met?

Fully                                21     -       70%
Partly                               9      -       30%
Not at all                           0

Did you feel the format of the day enabled you to contribute?

Yes                                  30     -       100%
No                                   0


   Rooms a little bit affected by outside sounds
   Easier to contribute in a smaller group
   Sometimes ran out of time
   It was nice being in smaller groups – felt this was an improvement on previous –
    good venue with ability to separate room
   Very well
   It was very beneficial
   Rapport with facilitators was good
   Smaller workshops good greater opportunity
   It was interactive
   Interactive = better understanding
   Enjoyed separate sessions
   Encouraged to be open and sharing
   Preferred the small group and interactions which was effective

Please indicate your overall impression of the masterclass?

Excellent                            57     %
Good                                 40     %
Satisfactory                         3      %
Poor                                 0

How did you find the venue/catering facilities?

Excellent                            45     %
Good                                 27     %
Satisfactory                         6      %
Poor                                 0

(20 %) delegates didn‟t tick any option

1 delegate noted rooms quite cold

Are there ways we can improve the masterclass format?

   If all workshops had been on Powerpoint to be uploaded onto ECCF Website
   Continue with Group work
   I was quite happy with the format
   Would like info re further reading and resources
   More Group discussion would be beneficial and less „lecturing‟
   More time for Workshops
   More lively Group work sessions
   Very beneficial moving around. Different speakers = interesting
   I felt 3 different sessions had a lot of content. Could 2 sessions, more in depth be
    a suggestion
   Perhaps having an option to sign up for classes we are most interested in?
   Personal effectiveness needs more time it felt very hurried in each workshop

Any other comments?

   Would have liked more input from fellows, too far sided on facilitators. Conflict
    workshop, too personal, especially with group work. Feeling it borders therapy
    group session.
   Masterclass in future with speakers who can show us opportunity employment after
    ECCF is finished
   Excellent day
   Conflict management was aimed at people with no knowledge/understanding or
    insight. All other parts of the day were well thought out and very beneficial
   More input from fellows as I felt it was one sided, would have liked to have shared
    experiences with other fellows regarding conflict and how they manage this in the
   Would like another session on personal effectiveness
   Would love to have a session or masterclass on submitting journal abstracts
   The sessions were too short. Whole weeks could have covered each subject!!!
   Perhaps splitting the sessions over 2/3 masterclasses?
   Conflict management was very full and would have been better as a full day
   Enjoyed day collating points raised at ALS
   Thoroughly enjoyable and thought provoking
   The best masterclass yet. Very informative and learned loads.


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