By Greg Freeman
When debriefing individuals who have been part of an adverse event, it is important to find the right balance between structured questions and allowing the person to share their experience, he says. Starting with open-ended questions can make the interviewee feel more at ease and provide a detailed account of the event, he suggests. For example, asking, “Can you walk me through what happened from your perspective?” encourages them to share their story in their own words, which can uncover details that might not surface with direct questioning, Morrisey suggests.
After the initial narrative, follow up with specific questions to clarify points and gather additional information. These questions should be designed to probe deeper into the circumstances and actions taken during the event, he says.
For example, ask, “What were the key factors that influenced your decisions at that moment?” or “Were there any system issues that contributed to the outcome?” This combination of narrative and targeted questions ensures a thorough understanding of the event, Morrisey says.
“The interview should ideally be conducted by someone trained in cognitive interviewing techniques, such as a risk manager or a senior healthcare professional with experience in adverse event investigations,” he says. “This person should be skilled in creating a non-judgmental atmosphere, encouraging open communication, and recognizing the emotional impact of the event on the interviewee.”
Also consider who should be present during the interview, Morrisey says. Typically, it should be a small group to avoid overwhelming the interviewee, he says. The interviewer, a note-taker, and possibly a support person for the interviewee, such as a colleague or a representative from human resources, can be present. This setup helps ensure that the interview is both comprehensive and supportive, he says.
Mistakes to Avoid
When conducting an adverse event interview, it is important to avoid making assumptions or jumping to conclusions, Morrisey says. Entering the interview with preconceived notions can cloud your judgment and lead to biased interpretations of the information provided. Instead, approach each interview with an open mind, ready to listen and gather the facts as they are presented. This ensures that you capture an accurate and unbiased account of the event, Morrisey says.
Another mistake to avoid is rushing the interview process, he says. Rushing can result in missed details and incomplete information, which can affect the overall analysis and understanding of the incident. Make sure the interview is conducted at a pace that allows for a comprehensive discussion without feeling hurried, Morrisey says.
“Avoid using leading questions during the interview. Leading questions can influence the interviewee’s responses and distort the information you gather,” he says. “Instead, focus on asking open-ended questions that encourage the interviewee to provide their own detailed narrative. This helps in obtaining a more accurate and complete account of the adverse event.”
Source
- Oliver Morrisey, JD, Empower Wills & Estate Lawyers, New South Wales, Australia. Telephone: 1300 414 844. Email: [email protected].
Conducting an adverse event interview in healthcare is a process that requires careful planning and execution to ensure that all relevant information is gathered while maintaining a supportive environment for those involved.
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