1. Preceptor Internship Workshop #1 Getting Started

2. Interests and Hopes  Name  Unit/agency/practice area  Preceptor experience  Interest and hopes for program and today’s workshop

3. Preceptor Internship Program WHY?  Quality student placements scarce: –Fewer experienced staff to serve –Burn-out, lack of time, lack of motivation  Significant increase in new graduates  Despite acknowledged importance of role, limited support/infrastructure across BC

4. BC Preceptor Development Initiative  Exploring new and innovative ways to provide education and support to health preceptors  Led by a provincial, interprofessional team of educators representing post-secondary institutions and health authorities

5. BC Preceptor Development Initiative  Three sub-projects  One of 56 Practice Education Innovation Fund (PEIF) projects  Funding: Ministries of Advanced Education, Health  Administered by BCAHC  Existing C&W Preceptor Budget

6. Preceptor Internship Preceptor Forums Web based E- learning Modules BCAHC-Practice Education Innovation Fund (PEIF)

7. BC Preceptor Development Initiative Outcomes: –More preceptors interested in preceptor education –Increased satisfaction of preceptors –Increased preceptor recruitment and retention –Increased quality of education for students –Minimize frustration with practice experience for current preceptors

8. Preceptor Internship Program  Unique pilot program  Builds on successes from internship, leadership and current preceptor programs  Skill development/support for new and experienced preceptors  Uses a “coach approach” “Coaching is a conversation, a dialogue, whereby the coach and the individual interact in a dynamic exchange to achieve goals, enhance performance and move the individual forward to greater success.” ~Zeus and Skiffington

9. Preceptor Internship Program  Four workshops over 3-4 months  Work in “learning triads” with coach in between  15-25 participants “Learning is not a spectator sport.” ~D. Blocher

10. Preceptor Workshop #2 (Oct 5) Preceptor Workshop #3 (Oct 19) Preceptor Workshop #4- (Nov 23) Preceptor cohort 15-25 preceptors Coach Preceptor Internship Model 14-18 week timeframe (including evaluation and follow-up) Preceptor Workshop #1 (Sept 28) Coaching (in learning triads) Learning Triad session

11. - “To Study’ -To “Practice Constantly” Learning…

12. Learning is… a change in ways of thinking a change in ways of being (behaviour, actions) LearningChange

13. How do we Learn?

14. Health Preceptor Competencies Competencies are defined as: the integrated knowledge, skills, attitudes and decision-making required to perform within the scope of an individual’s practice.  Communication  Relationships  Teaching, Mentoring, Coaching

15. CAPE tool C ompetence A ssessment, P lanning & E valuation CAPE tools are reviewed: –before starting new role; –before & during annual performance review –ongoing to identify learning needs and goals –when feedback given of successful performance –whenever you feel like it!

16. S.M.A.R.T Goals  S-Specific  M-Measurable  A-Attainable  R-Realistic  T-Timely Setting goals is the first step in turning the invisible into the visible. ~Anthony Robbins

17. Learning Partnership Preceptee/Learner Effective Preceptor Role Model Socializer Educator Learning Environment The Learning Partnership

18. Setting the Stage  Create a learning climate and build a learning relationship  Clarify expectations  Start where the learner is at The beginning is the most important part of the work ~Plato

19. Getting Started… Planning Worksheet  How do you get to know someone?  How do you build trust? Establish a connection?  How do you find out what they need to learn?  How do they learn best?  What are they nervous about? Excited about?  How do they like to receive feedback? What works for them?

20. Establishing a relationship To put up with me is the first step to understanding me. Not that you embrace my ways as right for you, but that you are no longer irritated or disappointed with me for my seeming waywardness. Then, in understanding me, you might come to prize my differences and, instead of trying to change me, preserve and even nurture those differences. ~Adapted from Please Understand Me by David Keirsey and Marilyn Bates Gen X Gen Y- Netsters Nexsters Baby Boomers Traditionalists-Veterans

21. Identifying learning needs and clarifying expectations Novice Expert Unconsciously Incompetent Consciously Incompetent Consciously Competent Unconsciously Competent Stages of Competence

22. Learning and Teaching Styles

23. Feedback Plan "Feedback is the breakfast of champions." ~ Ken Blanchard and Spencer Johnson

24. Learning Partnerships in Action  What is happening in scenario?  What issues/problems are evident?  What strategies might help?

25. Learning Triads Meet every 3-4 weeks Work with coach Work on learning goals Support network for each other Preceptor “Triangles are a learning lab.... experiment and enjoy your journey.” ~Erna Hagge

26. Closing and Evaluation  Check-in  Next steps  Feedback….