Table 1 Intervention framework for the development of team resilience (adapted) [12, 37, 38]
Abilities | Strategies | Activities |
|---|---|---|
1. Ability to monitor and anticipate hazardous situations | Identify hazards and anticipate challenges | • Main sources of stress team has had to deal with in the past • Main factors that can put stress on team in short and medium term • Types of situations team might have trouble dealing with • Means to be considered for dealing with current and anticipated sources of stress |
Assess team preparedness for hazardous situations | • Main points of team vulnerability (resources, expertise, support, collaboration) • Needs for dealing with current and anticipated challenges (training, coaching) | |
Set up information and alert system | • Identify key indicators that can alert to potential problems (e.g., absenteeism, staff turnover, measurement of burnout) • Implement a regular system of data collection, processing and feedback on targeted indicators for teams | |
2. Ability to respond to hazardous situations | Empower teams and their members | • Workshops and simulation exercises for teams (problem, stress and demand management) • Workshops and simulation exercises for team leaders • Training and deployment of coaches (recruited from among teams, partner organizations, patient partners) • Build a resource and expertise bank (internal and external) |
Optimize team operating processes | • Accessibility of various tools for responding to targeted hazardous situations (e.g., protocols, guidelines) • Contingency plans/protocols for dealing with what are deemed top-priority situations • Clarification of responsibility for taking charge of hazardous situations • Familiarity with communication and coordination mechanisms and structures • Formal and informal discussion and interaction opportunities (team meetings, committees, ad hoc workshops, opportunities to socialize) | |
Provide support for workers who are vulnerable or incapacitated | • Co-development of accommodation protocols (mechanisms, criteria, etc.) • Co-development of procedures for retention at work and return to work • Consolidation of support mechanisms during periods of disability | |
3. Ability to learn from hazardous situations | Conduct systematic analyses of adverse events | • Clarification of responsibilities with respect to review and analysis • Mechanisms of implementing review and analysis (development of analytical tools; team debriefing) • Process of identifying and implementing changes based on results of analysis |