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Dr. Stephen Karpman’s the Dreaded Drama Triangle and the Empowerment Dynamic by David Emerald Womeldorff

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By Joy W. Goldman Advisor and Founding Partner

https://www.linkedin.com/posts/pepperextrashot_youve-seen-it-ive-seen-it-weve-all-seen-activity-7217125638887915521-LDZM?utm_source=share&utm_medium=member_desktop

With thanks to Pepper Wilson for providing this fun and practical post on David Emerald’s work of the Dreaded Drama Triangle and the Empowerment Dynamic. Along with The Conscious Leadership Group’s: “Above and Below the Line,” the DDT and TED are our most commonly used frameworks in working with healthcare leaders and teams. Think about it: as a nurse, I went into healthcare because I wanted to improve people’s health. Some might say, I wanted to “save” or “rescue” people. That’s a noble goal, EXCEPT when I over use it and apply it to all aspects of my life!

At SixSEED Partners, we work with our clients to identify their thinking habits of responding as “heros/ rescuers” and invite them to shift to a more empowering perspective that encourages development in their teams and less wear and tear on them. And we compassionately and with healthy humor, invite them to notice their own inner persecutor and help them shift to a more kind and generous approach to self-management. It is no coincidence that we often see that grace applied to others in their lives, once they have mastered it for themselves.

Would you like to learn how you might apply this framework to your teams? Contact us here: https://sixseedpartners.com/contact/

Supporting Clinical Peer Leaders

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A Case for Courage and Compassion In Action

Joy W. Goldman RN, MS PCC:  Advisor: SixSEED Partners

Our commitment

At SixSEED Partners, our mission is providing integrated solutions to heal healthcare.  In order to do this in a way that stewards the dwindling resources of money, energy and time, and provides sustainable results with minimal wear and tear, we must challenge existing systems and structures that work in opposition to these principles.  This blog focuses on the need to support a vulnerable population:  physicians, advanced practice clinical leaders, and nurses who are promoted into supervisory and leadership roles where they oversee the performance of colleagues who have been, and may still be, their peers.

The Problem:

In healthcare, we have observed the long -cherished practice of taking high achieving and driven clinicians and placing them in supervisory and leadership roles without preparing them for these roles.  Quite often, these positions require the practitioner to supervise and manage individuals with whom they still must work to care for patients.  As anyone who has been in this role will tell you, this is no easy task.  In one instance, they are working alongside their peers to complete a case and, in another, they are informing their peer when they have to work and when the peer’s requests for schedule changes or other privileges are denied.  Knowing how to both support and challenge one’s direct reports mystifies the most seasoned of leaders!

Our Actions:

As we focus on excellence AND well-being, we work with our clients to apply proven frameworks like The Conscious Leadership Group’s “Above and Below the Line,” and David Emerald’s The Empowerment Dynamic to increase self-awareness and learn how to better compassionately acknowledge the inner persecutor/judger while courageously asserting boundaries and actions that are in service to clinicians and patients alike.

The Impact:

Through our work, the clients are able to navigate these complex dynamics or, in some instances, they decide they might prefer staying in their practitioner role without the added demands of supervising their peers.  For informed organizations, they acknowledge the shift in mindsets and behaviors required for these roles and start preparing these ambitious leaders prior to the actual need.  In this way, the leader is set up for success and the organization, leader, team members, and patients thrive.

Want to learn more?  Contact us at: https://sixseedpartners.com/contact/

SixSEED Partners Message for Valentine’s Day

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Adopt One Action that Demonstrates Loving Yourself

“If you take good care of yourself, you are better able to be of service to others.”

“Sustainable self-care is an inside-out process. It is formed with a clear belief and intention to support and love yourself through the choices you make.”

The above quotes are from a recent Center for the Empowerment Dynamic blog from our colleagues David Emerald and Donna Zajonc. In our work to help organizations and leaders create healthy cultures, we partnered with Clinical and Nursing executives and middle managers to help them better manage the interdependent tension (polarity) of “Care for Self,” and “Care for Others.” In prior case studies, we’ve discussed the collective habitual response of perceiving “care for self” similar to a foreign body entering the system. All energy in the system went to expel that practice from the system, labeling it, as the article describes, as being “selfish.”

In prior work with physician and nursing leaders in a different system, when we asked the leaders to stand in the quadrant where they felt most aligned of care for self and care for others, the few who found themselves in “care for self” noticed feelings of shame as they stood in prioritizing their own health and well-being. They wanted to run from the quadrant into care for others or overdone care for others.

For this Valentine’s Day, we invite you to read this article and adopt one action that demonstrates loving yourself. It might be saying no and setting boundaries; it might be allowing yourself time to rest; it might be soothing your inner critic that has you constantly coming up short and saying: “I am good enough.”

Why not respond to this message and tell us how you choose to love yourself? And if you’d like a partner to support shifting your culture to one of well-being AND excellence, contact us! https://sixseedpartners.com/contact/

SixSEED Partners New Year Message for 2024

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Embracing Resilience AND Transformation

As we step into 2024, we at SixSEED Partners extend our warmest wishes for a year filled with growth, healing and health. The past year taught us invaluable lessons in resilience, adaptability, and the enduring power of courageous and compassionate leadership.

In 2024, we continue our commitment to providing integrated solutions to heal healthcare.  Our journey together focuses on developing leaders and teams who can generate well-being and excellence, in real time, in service to creating healthy cultures.

Key Themes for 2024:

  1. Innovative Leadership: Using time-tested and emerging tools and techniques that get results with less wear and tear on those leading and delivering care.
  2. Collaborative Excellence: One cannot succeed alone. Inviting our clients and colleagues to connect and build innovative partnerships for broader and lasting impact.
  3. Well-being and Resilience: Integrating strategies to care for OneSelf while caring for others, to save time and conserve energy for what’s needed most.
  4. Adaptive Strategies: Providing contextualized development within our client’s real-time, on the ground work. The healthcare environment is complex. Integrating development is vital to learn how to adapt and succeed in current and long-term needs.

Let’s join hands in making 2024 a year of remarkable achievements and profound impact. We are honored to partner with everyone striving to take care of themselves, their teams and our communities.

With appreciation and shared commitment!

David’s Ulrich’s Leadership Pipeline

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Joy W. Goldman RN, MS PCC: CEO SixSEED Partners

With gratitude to Nicki Roth for posting this updated graphic of David Ulrich‘s Leadership Pipeline. As SixSEED Partners work with our clients, we invite them to re-think succession planning to a shift from preparing a few for select positions, to developing the capacity to think and better lead in complexity. In the graph posted by The Talent Guru, you will notice an evolution from task oriented and defined capacities to more of leading and growing others to create a culture of well-being and excellence. How are you intentionally developing your leaders so that their thinking expands before they are promoted into more complex roles? We’d welcome chatting with you about proven methods that respect your team’s and the organization’s most pressing needs.

Read post here: https://www.linkedin.com/posts/nicki-roth-0b6a86_1-min-summary-of-the-evolution-of-leadership-activity-7086660758188486656-EBKR?utm_source=share&utm_medium=member_desktop

National Academy of Medicine’s National Plan for Health Workforce Well-Being

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Joy W. Goldman RN, MS PCC: CEO SixSEED Partners

Background

In today’s post, we celebrate the National Academy of Medicine’s National Plan for Health Workforce Well-Being. This plan emphasizes a systems approach to well-being that includes roles for clinicians, administrators, and “coalition actors” to reduce unnecessary burdens that stem from laws, regulations, policies and standards placed on health workers.

These links will take you to their website and plan document:

https://nap.nationalacademies.org/catalog/26744/national-plan-for-health-workforce-well-being
https://nap.nationalacademies.org/resource/26744/highlights.pdf

“The National Plan for Health Workforce Well-Being is intended to inspire collective action that focuses on changes needed across the health system and at the organizational level to improve the well-being of the health workforce.” The National Plan’s vision is that patients are cared for by a health workforce that is thriving in an environment that fosters their well-being as they improve population health, enhance the care experience, reduce costs, and advance health equity; therefore, achieving the “quintuple aim.”

If you’d like support in creating a culture of well-being, email us at this link:https://sixseedpartners.com/contact/