The first step is to thoroughly grasp what you are responsible for and what is expected of you. This might involve reviewing job descriptions, guidelines, or best practice models relevant to social work within your specific area of focus. Another aspect of knowing your role is understanding how it aligns or diverges from the roles of other team members. Each profession brings its own set of expertise and skills to the table. Acknowledging these differences is crucial for collaborative success. It allows for a multi-faceted approach to advocacy, leveraging the strengths of each profession while filling in gaps that others may not be equipped to address.

Make it safe for people to share honest feedback Many shy away from being honest with their bosses for a variety of reasons, most of which stem from fear. Worried about cost of speaking up in general. Most of the time, says it’s not worth it. A top priority is to empower team to improve things and that includes any that might impact their ability to do their best work. Beyond setting up anonymous feedback mechanisms or building rapport through team meetings and weekly one-on-ones, evaluate the culture at the organization. Does it feel safe for you to provide upward feedback? If it doesn’t,it'll be a hard time translating feedback into tangible changes. If it does, figure out how to co-create a similar dynamic with members of the team.

Make it safe for people to share honest feedback Many shy away from being honest with their bosses for a variety of reasons, most of which stem from fear. Worried about cost of speaking up in general. Most of the time, says it’s not worth it. A top priority is to empower team to improve things and that includes any that might impact their ability to do their best work. Beyond setting up anonymous feedback mechanisms or building rapport through team meetings and weekly one-on-ones, evaluate the culture at the organization. Does it feel safe for you to provide upward feedback? If it doesn’t,it'll be a hard time translating feedback into tangible changes. If it does, figure out how to co-create a similar dynamic with members of the team.

Make it safe for people to share honest feedback Many shy away from being honest with their bosses for a variety of reasons, most of which stem from fear. Worried about cost of speaking up in general. Most of the time, says it’s not worth it. A top priority is to empower team to improve things and that includes any that might impact their ability to do their best work. Beyond setting up anonymous feedback mechanisms or building rapport through team meetings and weekly one-on-ones, evaluate the culture at the organization. Does it feel safe for you to provide upward feedback? If it doesn’t,it'll be a hard time translating feedback into tangible changes. If it does, figure out how to co-create a similar dynamic with members of the team.

In a team setting, advocating for patients involves actively listening to their concerns, needs, and preferences. Ensure that patient perspectives are heard and understood by sharing their stories and experiences with the team. This amplification of patient voices can help drive decision-making and prioritize their well-being in the team's actions and plans. Engage in open and collaborative discussions with team members to ensure that patient advocacy is integrated into the team's goals and strategies. Encourage diverse perspectives and create a safe space for constructive dialogue where patient-centered solutions can be explored and implemented. These tips have works wonders for me.