How can you develop a growth mindset as a Case Management leader?

One of the most challenging aspects of working in case management is the frequency with which you must have difficult conversations with others. I feel this is not a skill we are inherently given, it must be learned. Learn from the conversations that did not go well as much as you learn from those that went very smoothly. Embrace empathy while still striving to be clear and concise in your communication. Be aware of non-verbal cues - they play a strong silent role in our interpersonal communication. Be cognizant of your tone, facial expression, body language and how you are feeling internally

If you embrace challenge, you develop an attitude whereby you keep your mind open for change, reformation and problem solving; you can develop your innovative response towards various complex situations and problems that might emerge along the line.

Foster a supportive environment: Create a work environment that encourages risk-taking, creativity, and innovation. Encourage your team members to share their ideas and perspectives without fear of judgment or criticism. Provide constructive feedback and support their efforts to grow and develop.

We should walk away from every situation and self-reflect: “Was my approach appropriate?” “What could I do differently next time?” Then we apply reflective practice and self-awareness to our future practice, growing and improving as we go. How we as case managers conduct ourselves is crucial for best outcomes.

I believe as a leader it's important to identify strengths and weaknesses of team members. While utilizing my team members strengths I help them to develop/improve their weaknesses. This is a true way of Empowering and creating conference and will create a good leader.

If you are not learning you do not have a growth mindset. You may think you do, but have you changed anything on what you learnt, SMART actions will show growth.

Feedback, both positive and negative, isn’t usually designed to best you down, but rather build you up and help you grow. It is important that once you receive feedback that you discuss next steps on improvement. If you receive negative feedback but do not look to seek clarity on how best to improve and grow, then you will continue to make the same mistakes. As a leader, following feedback, scheduling time to review and implement changes collaboratively would be helpful and beneficial for the team.

Much of my personal growth has come from gentle feedback from caregivers, providers, and patients alike. Feedback from others helps to present a clear path forward and stays present in the mind for a longer period than if one had come to the same conclusion themselves.

After completion of every assignment or reaching new milestone, if you read the feedbacks, that will lead you for much better outcome for the new assignment or new milestone.

When the leader celebrates the efforts of their team, they attract the attention to positive outcomes; additionally, they empower and inspire their team to be open and transparent, to admit mistakes and gaps and to seek guidance to overcome challenges. This is how the team grows and kick goals.

Do not micro manage and celebrate independent and collaborative thinking. Talk, communicate, ask for and give enlightening input, give supportive and positive feedback.

One thing I’ve found helpful is to regularly check in and make sure people in the team are on track, aligned and that there is no duplication when managing cases. We have an agreement that when you manage the case then you ‘own it’ and that motivates people to do well as they know they are accountable.

I have found that good communication and collaboration is the key to being a successful case management team. When we are open to learning from each other, supporting each other, improving our critical thinking skills and encouraging each other to grow within the case management role, the strength of the team increases as does the depth of knowledge and quality of case management provided.

Strategically design initiatives that promote continuous growth. Implement targeted training programs, mentorship opportunities, or cross-functional projects that challenge both you and your team. This proactive approach not only fosters a growth mindset within yourself but also sets an example for your team, creating a culture of continual learning and improvement.

Stagnancy immediately limits oneself to future opportunity. There are many resources nowadays to improve oneself in the nursing field. CMEs are abundant and often free these days online. One can challenge themselves to complete X number of CME credits per month as a creative way to expand one’s knowledge base within their specialty.

Seek learning opportunities give you more passion and ability in your performance, there might informal resources which help you and enrich your knowledge and skills.

Always be open to learning something new. Take advantage of any/all learning and training opportunities. You may not use/need the skills right now but they may be extremely beneficial down the road in your career.

Commit to being a lifelong learner. Learning can be formal or informal. Everyone has something to offer and we can learn from those around us as well other more formal environments and opportunities. Seek out mentors that will teach and challenge you. Do not limit yourself; never be "done" learning.

What I've found to be helpful is being open and humble to recognize to your peers and team areas where you aren't an expert and have the curiosity to learn more...especially from your team. Modeling this curiosity and seeking out learning, growing as a leader shows it is normal to have knowledge gaps and ways to fill them.

Admit failure. I had a younger medic tell me one day about a sphygnomanometer (blood pressure cuff and meter) and I didn't agree with what he told me. I'm human, I have a growth mindset and most importantly, I know it is impossible to know everything! So I looked up what he said and he was right and I was wrong. So I walked back out onto the group and admitted I was wrong and he was right. I make mistakes and admit when I'm wrong, I am also proud of those willing to correct me and will give them the credit they deserve infringement if the very people I was wrong in front. Years down the line he used that story. He explained we always learning and we always humble and told the young candidates of how even old can admit fault and learn

What I have found helpful is always having an open mind to learning and growing. You are connected to various people and sharing so many different experiences. Social work is focus on change. When we change by learning from various experiences and people, we have the opportunity to hence our practice in better to services others.

Case management is not about showcasing your expertise or knowledge. It’s about discovery, facilitation and service. As a case manager you don’t have to sell yourself to families—your primary focus should be getting them the care they need or forwarding them to someone who can. In ABA, case management can include overseeing additional supervisory staff. In which case management should include a thorough understanding of treatment goals and the core symptoms addressed. Delegation should still be overseen. No one is too busy for weekly reviews of key points in case loads.