Steve works with individuals, teams and organisations to support reflective practice. The benefits of these conversations cannot be overstated. Feedback has included “career changing”, “so much better than the old style of supervision” and “really makes PIE easier to embed in the team”.
Steve’s approach brings together the principles of reflective practice, PIE, psychological safety and solution focused practice. This combination helps to create and support a safe space for people to discuss both challenges and successes.
He also provides training in the ‘what and how’ of reflective practice to support the introduction and sustainability of the approach.
There are many interpretations of what reflective practice (RP) is. This reflects the wide range of environments in which it has been developed and used. This brief summary is based on the RP model developed with teams over the past ten years. The summary is set out in key points. More detail is available in the two articles noted at the end.
RP should be made available to all staff. Initial RP sessions are best facilitated by an experienced practitioner from outside the organisation.
RP is an essential part of self care, team building and corporate governance. RP is a conversation on a group or individual basis. It provides a safe and confidential space to discuss the interaction between work and the people doing the work. It is a space in which people can express their experiences, anxieties, hopes and beliefs about their work. RP is a bridge between the person and the job. RP is also an opportunity to discuss specific topics and scenarios. Critically RP is not “a moaning and complaining shop”. Challenges are acknowledged and people are helped to discuss how they cope, the skills and knowledge that they bring to the situation, the (in)formal resources that are useful and what their next steps will be. RP sessions are an opportunity to share and develop best practice; this can be from within the team or from external sources.
RP is an integral part of Psychologically informed Environments (PIE) and wellbeing action plans. Strengths based practice is part of RP and, equally, RP is a significant part of strengths based working.
RP when done well and supported by management has been shown to improve outcomes for people accessing and working in services. Teams develop during group sessions, job satisfaction increases and sickness leave falls. Preserving and maintaining employees psychological wellbeing and mental health is a statutory employer duty HSE Mental Health RP is a significant part of this.
Frequency of RP sessions is best based on people’s needs. As a guide monthly team and individual RP sessions work well. Individual sessions for critical event follow up to support staff who are struggling also work well.
This is a brief overview of core components and RP is best designed to meet the needs of specific teams and organisations. Please use the Cotact btton to start the conversation about reflective practice and your team.
These articles mat be useful to you.