2012 MRP Conference

Thanks to everyone who attended our 2012 conference!


Opening Remarks – Dr. Mauro Verrelli, Medical Director, Manitoba Renal Program

From Paper to Electronic Kidney Health: The MeRIT of Innovation – Dr. Paul Komenda, Manitoba Renal Program

Deri Latimer: Creating Team Culture

SESSION A: Elijah Harper – A Patient Perspective

SESSION B: The Future of Kidney Transplantation is Now
Presented by: David Rush, MD, FRCPC, FACP, FASN

SESSION C: The Role of Occupational Therapy in Home Hemodialysis
Presented by: Lesley Cotsianis BMR(OT), OT Reg(Mb), Occupational Therapist,

SESSION D: Home is Where the Heart Is Patients
Presented by: Erin Wall & Elizabeth Dugas, University of Manitoba Nursing Students

SESSION E & I: Canadian Virtual Hospice
Presented by: Mike Harlos, MD, CCFP, FCFP & Shelly Cory, Executive Director, Canadian Virtual Hospice

SESSION F: A State of the Art Update on Home Hemodialysis: The Best Therapy?
Presented by: Paul Komenda, MD, FRCP(C), MHA, CHE

SESSION G: The Impact Of Phosphate Additives In CKD: A Canadian Perspective
Presented by: June Martin, RD, CDE

SESSION J: Risk Prediction in Chronic Kidney Disease
Presented by: Navdeep Tangri, MD PhD(C) FRCPC

SESSION K: Developing a New Philosophy of Care – The Toronto General Hospital Experience
Presented by: Eveline Porter, RN, MN, C Neph C

SESSION L: CKD Mineral Bone Disease
Presented by: Amy Sood, Pharm D

SESSION M & O: Challenges of Local Centres
Presented by: Sandra Harrison RN, Nurse Manager, Hodgson Renal Health Program & Marilyn Muir RN CNeph (C), Clinical Resource Nurse, community dialysis, CANNT President (2011-2012)

SESSION N: Short Daily Hemodialysis
Presented by: Manish Sood, MD, FRCPC

SESSION P: Facilitating Seamless Care
Presented by: Megan Beamish BA,BSW,MSW,RSW (HSC Adult Medicine Transition Coordinator) & Alison Lindsay, RN BN BHEc (MRP Renal Patient Transition Coordinator)



  • Team Culture is about more than having a fancy model. While models are great, and can facilitate Inter-professional Collaboration, they won’t ‘stick’ if the foundation for TEAM is not solid in the organization.
  • Organizational Culture is an expression of the values, beliefs and assumptions of its members, and it is manifested in behavior. T.E.A.M. Culture is an expression of these values and behaviors:

T.E.A.M. = Trust, Engagement, Appreciation and Meaning. We began with the end.



Some times, in the flurry of activity in our everyday lives at work, we can lose sight of the meaning that is connected to our work.
Start a practice of meditation and reconnect with the meaning of the work that you do. You will be more productive, creative, and energized when you take time out to be quiet and notice what you notice (To Do More, Do Less).

Mindfulness allows you to connect with your thoughts, and to make more deliberate decisions about them. If you are stuck in an old story about what TEAM means, that story (set of thoughts) might be limiting you from fully engaging in your team right now (You Can’t Be Here If You Are There). Mindfulness also allows you to connect with your emotions, so that you can more readily self-regulate (and prevent an emotional hijack that can damage your relationships and affect your success).

Mindfulness meditation is a great gift you can give to yourself, your team mates, your clients, and your families.


What you focus on, grows. If you focus on negative, you’ll get more negative. And when you are in a negative state, you are actually unable to attend to all of the information that is available to you at the moment (Shrinkage Happens). If you choose to focus on positive, and move toward what you want at work and in life, you will begin to see more opportunities to connect with your coworkers and to collaborate more for the best client care.

Negative emotion can severely impact you and your relationships. When they occur, label them, reappraise the situation, and choose a positive, productive action (Say It, Don’t Spray It).

Remember that positive emotions are more subtle than negative. So, you need interventions at work – like asking people ‘What’s Good?’ Small activities such as that exercise help you to increase the potential that you’ll notice what’s good more than what’s not (remember, your brain – and your experience – is changeable depending on where you focus your attention.)

Take time to celebrate individual and team success. The more you do, the more success you’ll experience.


Engagement is energy. And positive energy is best for team culture (‘Dope’ Is Good, ‘Cort’ Is Not). Barbara Fredrickson’s Positivity research indicates that you need three positive emotions for each negative emotion that you experience (3:1). Ask yourself each day: How is my ratio today?

A part of engagement has to do with your connection to your co-workers. Are you ‘friends’? Do you see each other as being supportive team mates? Remember that if you see each other as ‘foe’ versus ‘friend’, you will miss opportunities to collaborate, you will experience more conflict, and you will miss great ideas that could completely change the was you provide care for your clients (If I Am Foe, You Are Slow).


Patrick Lencioni’s work shows that when teams lack trust, they experience more conflict, have less commitment to the greater goal, and lack the accountability required to achieve real results. Without trust, not much constructive can happen on a team. Decide to trust, and notice what happens (in your brain, and in your collaborative results).

Remember the power of social contagion – when you trust, others begin to respond in kind.

Keep in mind the Healthy Mind Platter by David Rock: Sleep Time, Physical Time, Focus Time, Reflecting Time, Down Time, Play Time, and Connecting Time. Taking time in each of these areas will only help you to be a better team member, collaborative care provider, and human being.