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SCENARIO

Avoiding a Two-Person Assist

During a busy shift, Deepak is looking for Lani to help him with a resident who needs a two-person assist. He tries calling her, but she doesn’t answer her phone. He checks the usual places – near the resident’s room, the nurse’s station, and the break room – but can’t find her anywhere. After 10 minutes with no sign of Lani, he’s forced to seek out another co-worker to help with the transfer.

Later in the shift, as Deepak is passing the break room, he overhears Lani talking to another aide. He hears Lani say, “I can do the assist on my own. Deepak needs to figure out how to do it himself. He relies on me too much.”

Deepak feels a mix of frustration and disappointment. He had specifically waited for Lani because he knew the task required two people, according to protocol, to ensure his and the resident’s safety. Realizing that Lani had been intentionally avoiding the task and speaking about him to another coworker, he feels disrespected and unsure if he can rely on her in the future.

Question 1

How could Lani have responded differently?

Further reflection: How should Deepak respond?

· Reflect on the situation: Before taking immediate action, Deepak should take some time to think about what he wants to achieve by speaking with Lani. Remaining calm ensures that he responds thoughtfully rather than reacting out of anger and frustration. It allows him to focus on the importance of safety and teamwork, and to identify how Lani’s approach is affecting resident care.

· Have a private conversation with Lani: Deepak could ask Lani to speak privately later in the shift. Expressing his feelings and using “I” statements will enable him to share his concerns without being confrontational. For example, “I noticed you weren’t available to help with the assist earlier, and I overheard you say you thought I should handle it on my own. I’d like to understand where you’re coming from so we can make sure we’re providing safe care together.” By approaching Lani with curiousity rather than accusation, Deepak opens the door for a constructive conversation, which can help clarify any misunderstanding.

· Propose a solution: Deepak can use this opportunity to talk about how he and Lani can handle similar situations in the future. For example, “Let’s agree that if either of us needs a hand, we’ll make it a priority to assist, or let the other know if we’re unavailable.” Having clear expectations ensures both Deepak and Lani understand their responsibilities and can help build trust moving forward.

· Focus on building a positive relationship: Taking steps to rebuild trust and encourage teamwork creates a positive work culture. Offering help when possible, showing appreciation and maintaining open communication goes a long way in promoting a supportive and collaborative work environment.

· Seek support from a supervisor if needed: If Lani remains dismissive, Deepak could speak to his team lead objectively outlining his concerns. A supervisor can help mediate the situation; they may

also suggest having a team meeting to discuss how to improve collaboration and better balance the workload among staff.

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