Introduction:

In 2023, in response to the 2022 Ockenden report, a national labour ward co-ordinator (LWC) framework was developed by NHS England [1]. This framework acknowledges the unique role of a labour ward/delivery suite co-ordinator.

Multi-professional PROMPT training currently takes place locally, but there has never been a course specifically designed to reflect the unique non-technical challenges of the co-ordinator’s role.

Methods:

A full-day simulation course (called D.i.S.C.O) was designed in collaboration with senior midwifery team members focusing on leadership, operational management, and communication. This course included three immersive simulation scenarios, and two forum theatres – all of which had debrief points mapped to the trust’s local leadership framework, and the national labour ward co-ordinator framework.

A feedback survey was used to evaluate the course on the day, and then followed up a month later to review the lasting impact (ongoing). Within the survey, co-ordinators were asked to score relevance and difficulty of scenarios, as well as give qualitative feedback on what they found helpful or what they would change. Specifically, they were asked to comment on reflections about their own leadership style during the day, linking in with the LWC framework, and what they would take back to their practice going forwards.

Results:

Over 90% of attendees agreed/strongly agreed that scenarios were appropriately pitched, relevant and allowed them to reflect on their own practice.

Specific comments in the feedback included the benefit of seeing different leadership styles as well as reflections on the benefit of being able to adapt approaches to different situations. Conflict resolution, and supporting junior colleagues were common themes that candidates found helpful with a suggestion to have more resources for conflict resolution which we were able to act upon for the second group.

Discussion:

Having external faculty, actors and using forum theatre helped to enable constructive debrief for this senior group, as evidenced by attendees’ feedback comments. From the discussions, not only were staff able to reflect on their own practice, but also able to brainstorm what changes to the system would help them in this role. Data on how these ideas have been implemented, as well as the longer-term impact on individuals will be collected within the follow-up feedback.

Going forwards, we hope to use these themes to support other senior healthcare teams.

Ethics statement:

Authors confirm that all relevant ethical standards for research conduct and dissemination have been met. The submitting author confirms that relevant ethical approval was granted, if applicable.

References

1. NHS England. Labour ward co-ordinator education and development framework. NHS England » Labour ward co-ordinator education and development framework. [Accessed 8 April 2024].