Understanding innovation and hange in an organisation
I have chosen to look at the change within the Welsh Ambulance Service NHS Trust (WAST) with the roll out of the Hazardous Area Response Team (HART) project.
The Hazardous Area Response Team (HART) comprises of specially recruited and trained personnel who provide the ambulance response to particularly hazardous or challenging incidents and in some cases where there is a mass casualty incident.
Rigorous selection and training together with psychological profiling and team typing during its formation led to a successful launch across England in 2008 with HART Wales following in 2012.
1.1 Benefits of innovation and change in an organisation.
Improvement in service.
A new team was formed with the vision to provide care to patients where they fall, traditionally ambulance clinicians had not been able to access them and relied on other services to do this.
To achieve this a new team was necessary. The knowledge and skills of the team was enhanced and new PPE, safe systems of work and extended clinical skills were adopted, resulting in potential improvements in patient outcome.
Staff Development
Team based thinking was pivotal in allowing these clinicians are able to access casualties and provide timely responses to life threatening conditions. The project has presented new challenges and opportunities for those clinicians recruited, with the team ethos providing an environment where members are encouraged to develop.
This has included appointment of team champions who show an interest in a particular area being given extra training and asked to cascade their knowledge throughout the team. This way team members are given ownership of their development, benefiting the individual and the team as a whole.
As a part of the rota the team are allocated 1 week of training every 6 weeks which is used to consolidate skills and also to extend levels of knowledge and proficiency. Regular formal training sessions both internally and
The Hazardous Area Response Team (HART) comprises of specially recruited and trained personnel who provide the ambulance response to particularly hazardous or challenging incidents and in some cases where there is a mass casualty incident.
Rigorous selection and training together with psychological profiling and team typing during its formation led to a successful launch across England in 2008 with HART Wales following in 2012.
1.1 Benefits of innovation and change in an organisation.
Improvement in service.
A new team was formed with the vision to provide care to patients where they fall, traditionally ambulance clinicians had not been able to access them and relied on other services to do this.
To achieve this a new team was necessary. The knowledge and skills of the team was enhanced and new PPE, safe systems of work and extended clinical skills were adopted, resulting in potential improvements in patient outcome.
Staff Development
Team based thinking was pivotal in allowing these clinicians are able to access casualties and provide timely responses to life threatening conditions. The project has presented new challenges and opportunities for those clinicians recruited, with the team ethos providing an environment where members are encouraged to develop.
This has included appointment of team champions who show an interest in a particular area being given extra training and asked to cascade their knowledge throughout the team. This way team members are given ownership of their development, benefiting the individual and the team as a whole.
As a part of the rota the team are allocated 1 week of training every 6 weeks which is used to consolidate skills and also to extend levels of knowledge and proficiency. Regular formal training sessions both internally and