Growing and Retaining an Expert Team

  • Alexander Blount


Growing an expert team is more a matter of building a culture than implementing a model. Enacting the T.E.A.M. Way of working with multiply-disadvantaged patients requires learning new behaviors on the part of every team member. This learning creates value for the practice and for the individuals involved. Professionals who learn to function using the T.E.A.M. Way will find job opportunities open in other settings and will not be easy to replace. Without a plan to maintain a team, each departing member takes with them an important piece of team culture. One approach to maintaining the expert team is to help each member take on a training role for future professionals. New professionals provide a reserve workforce to maintain the knowledge and functioning of the team as a whole, and learning to train new professionals solidifies the gains in skills of current team members. A second approach is to build a career ladder within the organization so that the increase in expertise of team members can be reflected in increases in salary and responsibility. An example of a way of creating such a career ladder has been created by the New Hampshire Primary Care Behavioral Health Initiative.


Complex patients Workforce Training Patient-centered Healthcare reform Team-based care 


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    Tools for Mutual Observation and Feedback

    1. Patient Centered Observation Form: MA/Nurse
    2. Patient Centered Observation Form- Clinician version
    3. Online training in using both forms of the PCOF –

    A Tool for Assessing Patient Complexity

    1. Training in using the Patient Centered Assessment of Complexity –

    Building a Workforce for Team-Based Care

    1. New Hampshire Primary Care Behavioral Health Workforce Initiative – Website

Copyright information

© Springer Nature Switzerland AG 2019

Authors and Affiliations

  • Alexander Blount
    • 1
  1. 1.Department of Clinical PsychologyAntioch University New EnglandKeeneUSA

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