June 2021 Update

EQUIP still offers standard QI coaching (see our mission statement below) but due to Covid we are being asked more and more to help practices deliver a Digital Offer. This can be accessed within the Digital 2020 tab. We have therefore revamped the website to give some really practical help on:

Please click on any of the above digital offers for more information on how you can implement these within your practice.

We also know that staff are under a lot of pressure. We have therefore updated our staff Wellbeing section to explain what support is currently on offer.  Please check out the Wellbeing tab. Additionally under the Wellbeing tab, we have an exciting new section called Thinking Space, which helps individuals, teams and organisations better understand themselves. We really hope this is useful.

Please have a look at the new material and ask your QI coach or email the EQUIP team here for further help.

Our Latest Newsletter (20/10/2021)

Force Field Analysis 

Force Field Analysis is a great tool that can be used at any point within a QI project. The theory behind this tool is that there are both forces that drive and resist any change. This tool enables you to reflect on the different factors that may be driving and/or hindering change, progress or success of a QI project. It can also be used outside of a QI project to work through a difficult decision or to understand why something isn’t progressing. 

A Driving Force is a factor that will positively impact the success of the change, project or progress. These can often become drivers on your driver diagram. Examples of driving forces: 

·         Staff capability 

·         Leadership/management support 

·         Technology  

Restraining Force is a factor that is hindering the change or progress. These are often barriers to success or progress. Examples of restraining forces are:  

·        Lack of engagement 

·        No buy in 

·        Time 

·        Resources or equipment 

Driving forces are often the opposite to the restraining forces however there can also be independent driving and restraining forces. 

How to do Force Field Analysis?

Step 1: 

Agree the area of focus for the Force Field Analysis. Some of examples of what you could use the Force Field Analysis for:  

·         Achieving the project aim 

·         Stakeholder engagement 

·         Project progress 

·         Work through a challenging/complex decision 

·         To assist in developing a driver diagram 

Step 2:  

Choose whether to start with the driving or restraining forces but spend time independently in each area. Spend time identifying as many driving or restraining forces before moving onto the force you didn’t start with. Whiteboards and/or post its can be used to support this.  

Step 3:  

Once you have reflected on the driving and restraining forces, identify actions you could take to reduce/remove the restraining forces/barriers and help balance out the forces.  

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EQUIP – The WHY we should embrace QI

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The EQUIP Mission Statement

Making Tower Hamlets the best place to work, and the best place to receive care.

The world of General Practice is currently under significant pressure. Across the board budgets are being cut, and resources constrained. ‘On top of this, practices face a rapidly growing population, thus in turn increasing demand for GP services. The growing population has different health needs from those of the past, forcing practices to re-evaluate the efficacy of their business models and clinical processes. As a result of these challenges, practice staff are under unprecedented levels of stress, leading to recruitment and retention challenges.

Our response to these conditions is to roll up our sleeves, and address these issues head on. The EQUIP (Enabling Quality Improvement in Practice) programme is designed to do just that, by providing practice staff with the tools to create meaningful and lasting change. This is done by allowing practices to work on what matters most to them through a tried and tested Quality Improvement methodology. By doing this, we hope to improve the lives of staff and develop a culture within practices that values bottom-up change and continuous improvement. We also hope that we will make General Practice resilient and effectively able to manage current challenges and variation, and lead change so it can deliver even better care to patients in the future’.

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