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首页> 外文期刊>International Practice Development Journal >From being to becoming: the journey of becoming an organisational practice development facilitator through the stages of enlightenment, empowerment and emancipation
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From being to becoming: the journey of becoming an organisational practice development facilitator through the stages of enlightenment, empowerment and emancipation

机译：从成为成为：成为一个组织实践发展促进者的旅程，经历了启蒙，授权和解放的各个阶段

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Background: The success of practice development and culture change relies heavily on skilled and systematic facilitation, but becoming a capable facilitator who enables individuals to be creative and flourish can be challenging. This article follows the journey of being introduced to practice development and becoming an enabling facilitator in an aged care residential setting. Aim : This paper reflects on a personal journey of transformation; from being an organisational practice development internal facilitator to becoming an external facilitator through the stages of enlightenment , empowerment and emancipation : the three Es. Design : The three Es demonstrated in this paper are compared to and represented as the three stages in the lifecycle of a dragonfly: the ‘egg’ stage, being fertilised with knowledge and deciding whether to expand and enlarge or lay dormant; followed by the ‘nymph’ stage where the facilitator surrounds themselves with familiarity, avoids episodes of upsetting the calm while they grow and mature; and lastly the ‘adult’ stage where the facilitator has developed and grown to be an external facilitator. Their wings/courage allows them to hover, review, question myths, and encourage quality and innovation; their legs encourage transportation of knowledge and facilitation; and their large eyes observe and question. Results : Equipping individuals with the skills to facilitate learning in an environment that encourages creativity, growth and high challenge/high support, and using practice development processes, has enabled person-centred outcomes for older people living in residential care. Conclusion : Facilitators aim to help staff become aware of, and freed from, taken-for-granted aspects of their practice. They help staff understand their roles in creating and sustaining culture in the workplace, and how to approach organisational systems that constrain them. Having a vision for practice development in the workplace, being committed to person-centred care delivery and being actively involved in culture change has fuelled my personal journey to becoming an enabling facilitator.
机译：背景：实践开发和文化变革的成功在很大程度上取决于熟练和系统的促进，但是要成为有能力的促进者，使个人能够发挥创造力和蓬勃发展可能是具有挑战性的。本文将介绍在实践中发展实践的过程，并成为养老院环境中的促进者。目的：本文反映了个人的转型历程;从组织实践发展的内部促进者到启蒙，授权和解放三个阶段成为外部促进者：三个E。设计：将本文演示的三个E与蜻蜓生命周期中的三个阶段进行比较和表示：“卵”阶段，即受精于知识并决定是否进行扩展，扩大或休眠。接下来是“若虫”阶段，在这个阶段，辅导员会以熟悉的方式包围自己，避免在成长和成熟的过程中破坏镇定的情节;最后是“成人”阶段，主持人已经发展成为外部主持人。他们的翅膀/勇气使他们能够徘徊，回顾，质疑神话，并鼓励质量和创新;他们的腿鼓励知识和便利的运输;他们的大眼睛观察和质疑。结果：在鼓励创造力，成长和高挑战/高支持的环境中，为个人配备促进学习的技能，并通过实践发展过程，为居住在养老院中的老年人提供以人为本的成果。结论：辅导员旨在帮助员工了解并从实践中理所当然的方面中解放出来。他们帮助员工了解他们在创造和维持工作场所文化中所扮演的角色，以及如何处理约束他们的组织系统。对工作场所中的实践发展有远见，致力于以人为本的护理服务，并积极参与文化变革，这推动了我个人成为支持者的旅程。

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