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Good work DF 6
The breakdown of your mark is:
Poster appearance 19/20
Poster Content 56/60
Good work, DF6. This poster attracted the highest mark and we would like to print it out for display in the School of Nursing, Midwifery & Paramedicine (Brisbane campus) with the group’s approval. It would also be great if one or more group member submitted the poster to a relevant conference or other public dissemination medium, provided all group members agree. Our only comment would be to reduce the References to the three or four most relevant.
Very well balanced in terms of both appearance and content. Good use of colour. Clear message.
In regard to marks for peer review, those who scored higher on peer review did so because their peer review comments made a scholarly contribution to the poster content and was relevant to leadership issues within a health care environment. Students with higher marks on peer review tended to write comments that were designed to support the improvement of the other group’s work (scholarly contribution) rather than provide general commentary on what they liked about the poster.  Commentary that was brief without strong evidence of constructive feedback did not attract high marks.
Katya and Sue 031017

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Hello DF6,

Great work from everyone. It’s an informative poster and your language is easy and understood. As you have mentioned your content in points, it adds on to your credibility. Although I believe that something more should have been written about ethics. Otherwise it’s a great work!

Swena Nayyar,
02/10/2017

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What a great poster: great layout, informative introduction/overview, great content in easy to read and understand language that relates back to the most important thing, the patient!
I do not have a nursing background yet I think we can all take home some lessons in communication regardless of our role. For me this poster answered the what, who, how and why without really having heard of ISBAR before so well done!
Stephanie Schreiner 01/10/2017

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Very impressive and professional in appearance...well done!
Clinical handover is indeed crucial to patient care. In clinical practice, missed information may cause harm to patients and lead to poor outcomes.
ISBAR is also used in my workplace and I find it really concise and systematic which prevents me from missing any patient information- I would recommended it.
With regard to content, the information is very clear and easy to understand. It would be good to see a detailed discussion on ISBAR and how can leaders implement this more effectively.
This poster is very informative Thank you.
Judith Lancucki-29/09/17

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I'm so impressed with your poster. Very professional, you guys should be proud of the work you guys have done. Very eye catching and every part is engaging in its own way. I have never heard of "OSSIE" acronym before and I think its a really good find. Really breaks down the process.
Bedside handover is an area of interest for me and I found your poster really informative.

Denika Rogers
27/9/17

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Leadership influence on staff compliance with ISBAR communication

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Good work, DF6 and some very constructive comments as well. The link between OSSIE and ISBAR was really good. Elisabeth's comment about more on resistance to change might be useful in terms of 'where to go' in developing an analysis for your final paper. In fact, your section on 'Leadership Challenges' provides a lot of 'substance' for further analysis and the headings there might be very useful. You might choose two or three challenges out of each of those domains to focus on or focus on just one domain, for example, 'challenges to transformational leadership in the organisational context'.  Another idea stemming from the comments here is to analyse how the transformational leader can support a staff member who lacks confidence. While role modelling is described, what does that mean in reality? How can confidence and more effective communication be role-modelled? What can a transformational leader do to coach/mentor a staff member to increase their confidence and communication skills. There is a lot here that can provide a good basis for further analysis. In writing up your final papers, I would also stengthen the link between OSSIE, ISBAR and The National Safety and Quality Standards. I could see your reference to the ACSQHC  - just a point that, while you would probably not have had the room to strengthen the link in the poster, it would be good to do so in your final paper, if appropriate to your context. Sue G 300917

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Good work, DF6 and some very constructive comments as well. The link between OSSIE and ISBAR was really good. Elisabeth's comment about more on resistance to change might be useful in terms of 'where to go' in developing an analysis for your final paper. In fact, your section on 'Leadership Challenges' provides a lot of 'substance' for further analysis and the headings there might be very useful. You might choose two or three challenges out of each of those domains to focus on or focus on just one domain, for example, 'challenges to transformational leadership in the organisational context'.  Another idea stemming from the comments here is to analyse how the transformational leader can support a staff member who lacks confidence. While role modelling is described, what does that mean in reality? How can confidence and more effective communication be role-modelled? What can a transformational leader do to coach/mentor a staff member to increase their confidence and communication skills. There is a lot here that can provide a good basis for further analysis. In writing up your final papers, I would also stengthen the link between OSSIE, ISBAR and The National Safety and Quality Standards. I could see your reference to the ACSQHC  - just a point that, while you would probably not have had the room to strengthen the link in the poster, it would be good to do so in your final paper, if appropriate to your context. Sue G 300917

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I really liked your poster and the layout. I gained an insight into transformational leadership style.
Perhaps the core values could be utilised. The values are as follows: collaborative approach enables the transformation of the organisation. The core values collaboration, openness, respect and empowerment have been

emphasized for a framework for excellent care, results and change.

Retrieved from http://www.heti.nsw.gov.au/Global/HETI-Resources/leadership/HETI-leadership-framework.pdf

Regards.
Neelam Pandit
26/9/17

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I really am very impressed by your poster. The layout flows well and I like the way you have set out the qualities of the transformational leader in regards to specific actions taken to implement this change.
I would have liked to have seen some discussion regarding the resistance to change encountered, if any and some data on improvements/decrease in quality and safety incidences, for example.
Perhaps in order to assist with the implementation process, forming a strong supporting team of leaders who were committed to the vision and were passionate about improving communication practices could have
occured (Lussier & Achua, 2016).

Reference:
Lussier, R. N., & Achua, C. F. (2016).  Leadership: Theory, application, & skill development (6th ed.).  Boston, MA: Cengage Learning.

Elisabeth Pardede.
26.9.17

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You have created an eye catching and graphically aesthetic poster!

Everything regarding the healthcare industry is encompassed in communication, be that clinical handover, multi-disciplinary team meetings, collegial conversations or therapeutic dialogue between patient/family and clinician.

ISBAR or SBAR is a commonly adopted communication tools by nursing staff for phone and face-to-face information transfer. I have, however noticed that even with the use of this tool, student nurses still lack confidence when communicating patient handover and talking directly or indirectly to medical professionals and nursing colleagues.

Beales (2012) simply suggests that confidence in communication is achieved through practice and repetition. According to Luzinski (2011), transformational leaders empower, motivate and encourage others, through purposeful relationship and role modelling, to achieve individual and organisational goals. Therefore, transformational leaders can play a significant role in encouraging, teaching and demonstrating effective communication to align all team members in the confident use of recognised and accepted communication tools such as ISBAR.

Juanita Webb

27/09/2017

References

Beales, B. (2012). Developing confident speakers. Practically Primary, 17(3), 25-26. Retrieved from http://go.galegroup.com

Luzinski, C. (2011). Transformational leadership. The Journal of Nursing Administration, 41(12), 501-502. Retrieved from http://ovidsp.tx.ovid.com