healthcare

New! Awesome! Better! (Learning a new approach)


With all the attention being given to cognitive functional therapy (and deservedly so, IMHO) it’s tempting to leap aboard the modality train and go take a course, isn’t it?

Although I’ve picked on CFT today, it could just as easily have been any of the New! Awesome! Better! therapies that hit the clinical headlines on a frequent basis. The temptation to go “Look! Shiny!” and learn about the latest thing isn’t confined to teenagers following some social media trend. Yup, even sober-sides nearly 60-year-olds like me still want to go on learning, getting better at what I do, keeping up with what’s popular…

And yet I worry just a tad when I see the number of therapies that have kicked off with a hiss and a roar but later don’t seem nearly as promising as they did when they started. Why is that? What am I worrying about?

New ideas can often get picked up without critique, as if a new idea comes fully birthed and complete. The slow decades of development, the theory that underpins an approach, and the careful ways researchers couch their conclusions can be completely ignored in the rush to show that ‘I’m up-to-date’ – and that’s a problem. Why? Because while a hallmark of an expert is in describing complex concepts in a very simple way, when we learn a new therapy we are most certainly not expert. So we’re likely to pick up on superficial and relatively black and white ideas, but fail to be aware of how these ideas are scaffolded by theory (Paas & van Merrienboer, 2020).

The difference between a technician and a professional is, I believe, in how deeply a professional will understand the theory. Theoretical knowledge teaches principles, and principles allow us to be versatile as we apply theory to different settings (Kirk, 2022). It takes time to move from superficial to deep understanding, something we expect during undergraduate learning as we develop epistemic cognition (the process of acquiring, understanding, employing and adapting knowledge to specific contexts) – and mostly, we will have had highly structured learning experiences during our training that will have made this process almost invisible to us as we learned them (Yeung, et al., 2021).

I think this makes postgraduate ‘lifelong learning’ tend towards reinforcing known assumptions – clinicians search for habitus (a set of dispositions that ‘incline’ people towards particular practices) because these fit with ‘things the way they are.’ Yeung and colleagues argue that it’s important to develop epistemic reflexivity, or ‘making strange’ the assumptions that go to make up clinical practice, so we can begin to recognise how these assumptions influence clinical reasoning. This process, however, might not be included in our professional training because it can lead to awkward questions – ones like ‘why’ and ‘what if’ and ones without satisfactory answers. Oh darn.

We can blame limited attention to epistemic reflexivity for the superficial way in which Explain Pain has been adopted. Explain Pain is a great way to begin learning about pain mechanisms, and when delivered in the way that the authors hoped it would, offers people with pain a way in to engaging in therapy that might not look much like what they’d thought they’d get. BUT too many people get the book shoved under their noses as ‘therapy’ in the mistaken hope that (a) the person’s pain will magically reduce simply because they know pain is ‘an output of the brain’; and (b) it works as a stand-alone treatment. It does not, except perhaps for fellow nerds like me.

You see, if your world view of therapy is that people are blank slates on which new information is thought to fix things, or that your job is to ‘correct’ abnormalities, and that you are the Holder of Truth, then a therapeutic innovation like Explain Pain can get picked up and bolted on to everyday practice as if it’s just another modality or technique. All the theory underpinning how and why information and learning might be useful (whether this is from a cognitive behavioural approach, or an educational one) gets lost. And the effectiveness either diluted, or at times, negated.

With CFT, built as it is on psychological principles (operant, classical conditioning, cognitive therapy, experiential learning) and delivered by confident therapists who understand movement and aren’t afraid of pain, the results are great. There is something inherently safe in being in a clinical setting with a confident clinician, exploring previously avoided movements in new and gently graded ways.

What CFT is not, however, is a recipe for correcting wrong beliefs, for pushing people into movements they’re afraid of and before they’re ready, by clinicians who themselves are uncertain, and who are looking for ‘movement dysfunctions’ or ‘deficits.’ It’s not intended to be bolted on to ‘usual practice’ which, as we can readily see from the diverse beliefs and practice about back pain in therapists in the ‘usual care’ arm of just about any RCT we care to review, is pretty messy.

To learn a new approach means making existing practice ‘strange.’ It means feeling awkward. Assumptions about ‘the problem’ and what we should do about it can get questioned. It means starting as a novice – therapy takes longer at first because we have to think harder. Our slick competence gets rattled as we can’t just reach for the things we usually (and automatically) reach for.

I’ve learned three forms of therapy that deviate a long way from my original occupational therapy practice. CBT meant I needed to learn cognitive theory, behavioural theory, how to elicit thoughts and beliefs, and link these to actions the person did. The hardest part of CBT was delaying my problem identification until I’d collected enough information to develop a formulation. Then I learned Motivational Interviewing, with its focus on values and eliciting personal reasons for change. Being willing to employ small sets of phrases and summarising then putting the question back to the person for their decision was hard after having spent so long thinking that I knew best. Finally I started learning ACT, and plunged into the complex world of understanding relational frame theory, the power of a behavioural and experiential way of learning that circumvents words (which are my natural home).

In each case, I’ve had to question the assumptions I’d developed as I delved into the theory underlying these approaches. I’ve really had to challenge myself to relate each new concept to what I already thought of as ‘truth.’ The origins of even starting to poke into ‘psychological’ approaches were embedded in my initial biopsychosocial learning that was inherent in my occupational therapy training – and I was lucky enough to have learned these ideas when they were relatively new and just being introduced by Engel. But I have had to question this perspective as well – and the way I view Engel and his work is quite different today from the way I first understood it.

Parting shot: Being attracted to a new and groovy practice is part of being a human. We’re nothing if we’re not curious (see this post from a few months ago). Let’s keep in mind, though, the need for ongoing critical analysis. Ask questions like: What are we trying to do here? What is the purpose of this approach? What are the theories underpinning this approach? What strategies or means are being carried out to achieve the results? What are the assumptions of this approach? Who benefits from these assumptions? Who is most directly affected by this? Are there alternative perspectives? What else might need to change for this to work? How would we know it had worked? – click here for one of the easily accessed critical thinking worksheets, this one from National Geographic.

Kirk, A. (2023). How physiotherapy students approach learning and their clinical reasoning capability (Doctoral dissertation, University of Otago).

Paas, F., & van Merriënboer, J. J. (2020). Cognitive-load theory: Methods to manage working memory load in the learning of complex tasks. Current Directions in Psychological Science, 29(4), 394-398.

Tremblay, M. L., Leppink, J., Leclerc, G., Rethans, J. J., & Dolmans, D. H. (2019). Simulation‐based education for novices: complex learning tasks promote reflective practice. Medical Education, 53(4), 380-389.

Yeung, E., Gibson, B., Kuper, A., Shaw, J., & Nixon, S. (2019). Making strange’: exploring the development of students’ capacity in epistemic reflexivity. Journal of Humanities in Rehabilitation, 1-15.

Why I’m not fazed by unremarkable results in therapy trials


Remember the old ‘pareto principle’? 80% of the results come from 20% of the input, or as Wikipedia informs me, “the principle of factor sparsity”

I think we’ve got there with musculoskeletal pain, especially low back pain.

The other ‘law’ that might apply is that of diminishing returns.

We’ve learned a great deal about low back pain over my clinical career. We’ve essentially learned what not do to. In the name of progress, thousands of people have put their pain (their bodies) on the line. And progress has not exactly been great right? We’ve learned that paracetamol (acetaminophen) does diddly squat for acute low back pain, and this doesn’t change as pain hangs around (Williams, et al., 2014). We’ve also found out that doing surgery for most back pain isn’t a great thing (except for radicular pain where surgery is better for leg pain than back pain itself) (Chou et al., 2009). We’ve found out that all forms of exercise are great – loads and loads of studies showing this – BUT effect sizes (in other words, how effective it is) are small to modest for both pain and disability. And the most recent study of cognitive functional therapy, while absolutely wonderful and pragmatic and all, is not much different from what has been advocated for at least 30 years while I’ve been in practice (Kent et al., 2023).

Now before Defenders of the Faith accuse me of complete nihilism when it comes to therapy for back pain, let’s do some deconstruction. CFT is an approach where well-trained physiotherapists learn how to carry out guided discovery and graded movements to help people with low back pain explore and gradually expand their movement repertoire. The training is a good 90 hours, apparently, and therapists say they come out of it with greater confidence to: listen, ask open-ended questions, probe for concerns, generate helpful interpretations, then begin to help the person test out movements they may have been less than enthusiastic to do for quite some time. The excellent things about this approach, and the research O’Sullivan and colleagues have done, is that they’ve replicated the ‘method’ (guided discovery, graded movement, really good listening) in different countries, with different researchers, different therapists (though mainly physiotherapists), and in people with different durations of pain.

The outcomes are pretty good. I like that participants were monitored for 52 weeks, so there’s hope the gains they made are durable. I like that they measured patient-specific function rather than ‘standardised’ outcomes. I like that psychosocial factors such as pain self-efficacy, and pain catastrophising and fear-avoidance beliefs were monitored and all show pleasing changes over time.

BUT let’s temper the enthusiasm with some realism, OK? And please, I’m agnostic about what is being done, I care about people. Here’s the thing – pain reduced by around 2 on a 0 – 10 NRS to a mean of 4/10; people felt they could do more by about 15 points on the RMDQ; pain catastrophising reduced by 4 points on the PCS. In other words, although these are statistically significant and better than ‘usual care’ (whatever that means), people with low back pain continue to have ongoing pain at 4/10 on this (stupid) numeric rating scale.

Cutting to the chase, good therapeutic relationship (the ingredients of which are built on empathic and reflective listening, collaboration, warmth, trustworthiness, a sense of competence – see Kinney et al., 2020 for a systematic review of therapeutic alliance in physiotherapists), and therapist confidence when helping someone do a hard thing is critical. Combine this with gentle graded movements to nudge into those areas of mistrust in the body and you have a winning combination. And guess what? It has been core within pain management programmes following a cognitive behavioural approach for most of my 30 years in practice.

The thing is, being confident when you know you are asking people to do the very things that are hard for them to do is not something we learn easily. Most clinicians don’t like seeing people distressed, tearful, angry, frustrated or scared. In a climate where pain has been seen as ‘the enemy’ and eliminating or reducing pain has been the focus, therapists have been just as worried about pain as the people they hope to help.

What do these small reductions in pain intensity and disability despite decades of research tell me?
I have a kind of optimistic view of it all. If the ‘what’ we do (ie movement forms) isn’t super crucial, but the ‘how’ we do it is, then shouldn’t we focus a whole lot more on two important legs of the infamous evidence-based healthcare triad? That is, if movement is a good thing, then that’s our ‘evidence from research’. The other two legs are – clinician’s experience and skills, and the person’s own values and preferences.

If we agree that movement is a good thing, and avoiding is not, then the form of movement a person does isn’t nearly as important as the clinician being able to convey that they are listening and care about the person and that they are safe.

And finally, the person can decide what kind of movement practice suits them! Finally we get to the person in the person-centred care model!

As a person who does not like boring, I demand variety in my movement repertoire. I want to be able to explore movements that interest me, that are demanding but not just focus on my body – I’m happy to push hard to do things that intrigue me, like climbing up a hill to take photographs from the tops, or to dance a complex set to music that sets my heart on fire, or to paddle serenely along the length of a lake with the still water like glass. I want to relish the strength of my body as I lift bags of compost and fertiliser and I rake leaves and dig weeds and prune my damned wisteria yet again.

Because, you see, humans don’t mind doing hard things if it’s worth it, and with the support of a caring person who shows that they’ll be there, waving the flag, as they go for it. And really, that’s what I hold onto when it comes to movement and pain. Be the trustworthy clinician. Be humble about the results. Don’t oversell and hype what isn’t terribly technical but IS hard to do.

If all we learn from the RESTORE trial is that when therapists get confident to listen well, and guide discovery in movement, people begin their own journey to wellbeing, then I’m perfectly happy. Let’s just not trademark this practice. It should be fundamental to practice.

ps for the avoidance of doubt, I’m NOT suggesting that CFT is being ‘trademarked’ – I’m warning against anyone who is thinking of branding or trademarking these strategies (it’s happened before with ways to use good communication in musculoskeletal pain).

Chou, Roger; Baisden, James; Carragee, Eugene J.; Resnick, Daniel K. ; Shaffer, William O.; Loeser, John D. . Surgery for Low Back Pain: A Review of the Evidence for an American Pain Society Clinical Practice Guideline. Spine 34(10):p 1094-1109, May 1, 2009. | DOI: 10.1097/BRS.0b013e3181a105fc

Kent, P., Haines, T., O’Sullivan, P., Smith, A., Campbell, A., Schutze, R., Attwell, S., Caneiro, J. P., Laird, R., O’Sullivan, K., McGregor, A., Hartvigsen, J., Lee, D. A., Vickery, A., Hancock, M., & team, R. t. (2023). Cognitive functional therapy with or without movement sensor biofeedback versus usual care for chronic, disabling low back pain (RESTORE): a randomised, controlled, three-arm, parallel group, phase 3, clinical trial. Lancet. https://doi.org/10.1016/S0140-6736(23)00441-5

Kinney, M., Seider, J., Beaty, A. F., Coughlin, K., Dyal, M., & Clewley, D. (2020). The impact of therapeutic alliance in physical therapy for chronic musculoskeletal pain: A systematic review of the literature. Physiother Theory Pract, 36(8), 886-898. https://doi.org/10.1080/09593985.2018.1516015

Williams CM, Maher CG, Latimer J, et al. Efficacy of paracetamol for acute low-back pain: a double-blind, randomised controlled trial. Lancet 2014; 384: 1586–1596.

‘Women’s pain’ – not just ‘women’s pain’


Women really do get a rough deal when it comes to pain. We live with the myth that because women experience pain in childbirth and (often) with periods of course women can ‘deal with it.’

Until recently women and female animals haven’t been included in pain research, and guess what? Women and female animals don’t have the same biological system for processing nociception.

Men are told ‘don’t be a girl’ about their pain.

Women are told they ‘look too good’ to be experiencing pain.

Women don’t get taken seriously when they ask for help with their pain – and get given more psychological labels and help instead of appropriate investigations and effective analgesia.

I’ve just reviewed a whole heap of research papers looking at the differences between men and women, boys and girls and pain. It doesn’t make for happy reading, and even though I was fully aware of the disparity I have been thunderstruck at how pervasive pain in women is dismissed.

Let’s look at some facts for women in New Zealand.

https://minhealthnz.shinyapps.io/nz-health-survey-2021-22-annual-data-explorer/_w_37711963/#!/explore-indicators

This survey asks the question: Do you have chronic pain that is present almost every day, but the intensity of the pain may vary, and has lasted, or is expected to last, more than six months. This includes chronic pain that is reduced by treatment?

By comparison, Asthma (diagnosed and treated) – 11.4%; Diabetes – 5.2%; Chronic Pain – 22.6%

BUT there is NO national priority for chronic pain, and more women than men report it.

Want more? What’s the major area of pain for women in Aotearoa? According to the Global Burden of Disease, the most significant contributor to years lived with disability for women in New Zealand is – no, not endometriosis, not menstrual pain, but low back pain, followed by migraine. We hear a lot about endometriosis, but rather less about the overall problem of pain for women.

https://vizhub.healthdata.org/gbd-compare/

In reviewing international data I came across this study looking at 11,000 patient records, and evaluating the differences in reported pain intensity between men and women receiving care for the same diagnoses (Ruau et al., 2012).

This was gobsmacking to me. We KNOW that women are more likely to develop chronic pain (many of the studies show a 2:1 prevalence for women with chronic pain – see Fitzcharles et al., 2021) – but are clinicians aware that women report higher pain intensity, lower pain threshold and lower pain tolerance than men in acute pain? For an excellent review of sex differences in neurobiology, take a look at this paper by Presto and colleagues (2022).

But wait, sadly there’s more.

When women seek help for their pain, from childhood their pain is minimised and managed less assertively than men. Here are some examples from my recent wandering through the literature.

Girls are thought to be experiencing less pain than boys…

Earp et al., (2019) replicated a previous study showing that when clinicians were asked to watch a video and rate how much pain a child was experiencing when having a fingerprick blood test. The child’s gender was considered ‘ambiguous’ (so not easily identified as either a boy or a girl) but the participants were told either a boy’s name or a girl’s name, and asked to rate the pain. There were a whole bunch of other questions asked, but I’ll cut to the chase. No, Virginia, your pain is not as bad as Larry’s, and the gender of the observer was irrelevant. The authors said: “if the belief that boys tend to display less pain than girls is what is driving the relevant inferential process—that is, that this particular “boy” must really be in pain—then controlling for that belief should make the between-subjects difference in pain sensation ratings diminish or disappear. Indeed, this is what we find.”

Naamany and colleagues (2019) found that women attending the emergency department with acute renal colic (nasty pain for sure) reported higher pain intensity BUT men were given analgesics more frequently including opioids and more drugs overall than women.

Men reporting cardiovascular-related chest pain were 2.5 times more likely to be referred to a cardiologist than women….(Liaudat et al., 2018).

AND I wasn’t aware that one in three women quit doing daily activities because of menstrual symptoms, but 50% of them never mention this to family/friends or seek healthcare (Schoep et al., 2019).

Folks, it doesn’t get any better and actually gets a whole lot worse when we’re talking about chronic pain…

Samulowitz and colleagues (2018) carried out an exhaustive review of gender disparity in pain literature. It’s well worth a read (but keep the tissues handy, and watch your blood pressure if you are of ‘gentle disposition’). Essentially the findings show that women are actually biologically more sensitive to nociception, are more willing to report pain and apparently it’s more socially acceptable for women to be experiencing pain. BUT women are assigned ‘psychological’ rather than somatic causes for their pain, struggle for legitimacy, have their appearance scrutinized (‘you look too well to be in pain’), are prescribed less and when given analgesia are given less effective pain relief, fewer opioids but more antidepressants (though that could be because women are 2:1 more likely to have nociplastic pains), and give more mental health referrals instead of active rehabilitation. Even the recommendations for rehabilitation differ depending on gender (Wiklund et al., 2016).

Frankly, it’s outrageous.

It sucks to find that women’s pain continues to be trivialised, and women get given poorer treatment. We must change this because, duh, it’s a fundamental human right to be given access to pain management. It’s also a fundamental right to be treated with the same respect and diligence irrespective of your sex or gender. The flow-on effects of ineffective, inappropriate and inadequate pain management on women are profound.

Begin by getting loud about this. Look at your own assumptions. Be willing to question your treatment if you’re a woman. Be willing to review your practice, both men and women.

Earp, B. D., Monrad, J. T., LaFrance, M., Bargh, J. A., Cohen, L. L., & Richeson, J. A. (2019). Featured Article: Gender Bias in Pediatric Pain Assessment. Journal of Pediatric Psychology, 44(4), 403-414. https://doi.org/10.1093/jpepsy/jsy104

Fitzcharles, M.-A., Cohen, S. P., Clauw, D. J., Littlejohn, G., Usui, C., & Häuser, W. (2021). Nociplastic pain: towards an understanding of prevalent pain conditions. The Lancet, 397(10289), 2098-2110. https://doi.org/10.1016/s0140-6736(21)00392-5

Clerc Liaudat, C., Vaucher, P., De Francesco, T., Jaunin-Stalder, N., Herzig, L., Verdon, F., Favrat, B., Locatelli, I., & Clair, C. (2018). Sex/gender bias in the management of chest pain in ambulatory care. Womens Health (Lond), 14, 1745506518805641. https://doi.org/10.1177/1745506518805641

Naamany, E., Reis, D., Zuker-Herman, R., Drescher, M., Glezerman, M., & Shiber, S. (2019). Is There Gender Discrimination in Acute Renal Colic Pain Management? A Retrospective Analysis in an Emergency Department Setting. Pain Management Nursing, 20(6), 633-638. https://doi.org/https://doi.org/10.1016/j.pmn.2019.03.004

Presto, P., Mazzitelli, M., Junell, R., Griffin, Z., & Neugebauer, V. (2022). Sex differences in pain along the neuraxis. Neuropharmacology, 210, 109030. https://doi.org/10.1016/j.neuropharm.2022.109030

Ruau, D., Liu, L. Y., Clark, J. D., Angst, M. S., & Butte, A. J. (2012). Sex differences in reported pain across 11,000 patients captured in electronic medical records. Journal of Pain, 13(3), 228-234. https://doi.org/10.1016/j.jpain.2011.11.002

Samulowitz, A., Gremyr, I., Eriksson, E., & Hensing, G. (2018). “Brave Men” and “Emotional Women”: A Theory-Guided Literature Review on Gender Bias in Health Care and Gendered Norms towards Patients with Chronic Pain. Pain Research and Management, 2018. https://doi.org/https://doi.org/10.1155/2018/6358624

Schoep, M. E., Nieboer, T. E., van der Zanden, M., Braat, D. D. M., & Nap, A. W. (2019). The impact of menstrual symptoms on everyday life: a survey among 42,879 women. American Journal of Obstetrics & Gynecology, 220(6), 569 e561-569 e567. https://doi.org/10.1016/j.ajog.2019.02.048

Wiklund, M., Fjellman-Wiklund, A., Stalnacke, B. M., Hammarstrom, A., & Lehti, A. (2016). Access to rehabilitation: patient perceptions of inequalities in access to specialty pain rehabilitation from a gender and intersectional perspective. Glob Health Action, 9, 31542. https://doi.org/10.3402/gha.v9.31542

On not being an arse


Humans are judgemental beings. All of us are. It’s part of having a big brain and wanting to know who’s ‘in’ and who’s ‘out’. Judgements help us make decisions, they’re surprisingly resistant to change, and they can inadvertently trap us into doing things we would never countenance were we able to stand back from what our minds want us to know (and feel).

My post today is prompted by a couple of conversations recently. One was with a clinician, new to a pain team, who found that experienced members of that team thought actions taken by a person with pain were a sign of ‘catastrophising’ and ‘failing to accept’ and worse – ‘not engaging in the programme.’ He’d thought the very same actions were an indication of someone trying very hard to improve their situation, of being motivated to learn and experiment, of being a self-advocate.

The other conversation was with someone who had not been referred for investigations for a new pain she had developed, on the basis that ‘hurt doesn’t equal harm’ and because she already had a chronic pain problem. She went through many years of distress and disability because her new pain was not investigated – but once it was, she got a diagnosis and the treatment that reduced that pain and relieved her distress. Sadly the psychological distress of not having her concerns addressed lives on.

How can we get it so wrong? How is it that good clinicians with the best of intentions (my assumption) make judgements about a person, their pain, and what they do about it and paint the person with pain in such negative ways?

Perhaps clinicians can be excused for holding negative attitudes towards people with chronic pain because the prevailing belief in our clinical communities is that ‘we, the professionals, know what’s right.’ We know this because we have the randomised controlled trials that show us Truth about What Works and What Does Not. I write these in capitals because while health professionals embrace evidence-based health care, I’m not sure we’re all that au fait with the original model of EBHC and its three-part definition: “a systematic approach to clinical problem solving which allows the integration of the best available research evidence with clinical expertise and patient values (Sackett, et al., 1996).” Note those last two points: clinical expertise and patient values.

We’re also not very good at being critical about research. Well, I take that back, we pull research apart when the results don’t equate with our experience or preferences, and gulp down whole the research that does… but what we don’t do nearly as well is to be critical of implicit issues with research paradigms. What I mean by this is we don’t ask ourselves whether the assumptions used in statistical analyses hold true (I’ve discussed ergodicity before); whether the participants recruited to studies are anything like the people we see (research participants are selected to reflect a ‘pure’ construct for testing, so people with multiple comorbidities, who might have difficulty with language or who might not even engage with healthcare and those who are not from high income countries aren’t represented); whether the treatment/s studied in research look anything like what is actually delivered in daily clinical practice, even how long the follow-ups are and what happens once a person is not part of a research project.

Limited critical analysis means results from research reach practice quite quickly (even though the nuances reported by the researchers in those papers often do not) and what’s worse, help to reinforce a hierarchy separating the person seeking help and us as clinicians. After all, us clinicians spend years learning all this stuff so it should count for something, shouldn’t it?

Well… not as much as we’d like it to, perhaps.

Because if clinicians judge a person based on erroneous beliefs about the superiority of what we know in theory (because quantitative research represents only a ‘failure to reject the null hypothesis‘ not definitive support for a theoretical prediction) we’re not inclined to be curious about what the person brings into our communication. Walt Whitman apparently said “Be curious, not judgemental” – and curiosity allows clinicians to suspend judgement in order to explore, to dive more deeply into detail and context, and ultimately, to be more compassionate. Don’t believe me? Take a look at this paper by Shields, et al., (2013).

“Physicians who used more certainty language engaged in less thorough assessment of pain (β = -0.48, p < .05). Conversely, physicians who engaged in more exploring and validating of patient concerns (β = 0.27, p < .05) had higher ratings on anxiety/concerned voice tone (β = 0.25, p <.01) and engaged in more thorough assessment of pain. Together, these three factors accounted for 38% of the variance in pain assessment. Physicians who convey certainty in discussions with patients suffering from pain may be more likely to close prematurely their assessment of pain. We found that expressions of physician concern and responsiveness (curiosity) were associated with superior pain assessment.”

We could replace ‘physician’ with any other healthcare professional, and my bet is we’d find the same thing.

Why does this matter?

Well, after being part of a number of “experts by experience” conversations over the years, the message coming through loud and clear is that clinicians who judge people negatively and fail to respond to what it is the person intends or needs, but instead dismiss their concerns as ‘catastrophising’ or ‘maladaptive thinking’ or even ‘not motivated to engage’ leave people with pain in distress. The psychological impact of feeling that your concerns are not important, of being dismissed, of not being heard is long-lasting. One person I’ve spoken to described her anxiety about seeking help from a clinician after a single time where her concerns weren’t acknowledged.

We might not intend to do it. We may think we’re doing the right thing – and possibly we are doing the right thing but doing it in a ham-fisted and damaging way.

  • First listen, be curious and understand why a person has done what they’ve done. People don’t get up in the morning to do dumb things. There’s always some underlying reason a person does what they do.
  • Then reflect in a compassionate and empathetic way – show the person you’ve heard them. Let them know what it is you’ve understood – let them correct you if you’ve got it wrong and remember that taking the time to do this saves time.
  • Ask them how well their approach is working for them. Aim to understand the benefits from their perspective. Normalise their approach – humans do what humans do, try to solve a problem using the tools at their disposal, just the same way we do as clinicians. Ask about the short-term effects, and the long-term impact. Ask about the good and not-so-good of their approach. BE CURIOUS!
  • Involve the person in your decision-making. Be honest about your reasoning and be real about the level of uncertainty that exists in our knowledge about pain. This person is an individual, not a number in an RCT, this person probably doesn’t even look like a participant in an RTC.
  • Be specific with your reassurance. Don’t dismiss someone’s concern about a new pain: find out what it is they’re concerned about and ensure you clearly address that concern. Don’t be patronising – be authentic and real.

There is so much harm we clinicians inadvertently do because we’re not flexible, we don’t take time to really hear how a person gets to where they are in their journey with pain, and we really need to be more critical about our own assumptions.

Sackett, D. L., Rosenberg, W. M., Gray, J. M., Haynes, R. B., & Richardson, W. S. (1996). Evidence based medicine: what it is and what it isn’t. Bmj, 312(7023), 71-72.

Shields, C. G., Finley, M. A., Elias, C. M., Coker, C. J., Griggs, J. J., Fiscella, K., & Epstein, R. M. (2013). Pain assessment: the roles of physician certainty and curiosity. Health Communication, 28(7), 740-746. https://doi.org/10.1080/10410236.2012.715380

“N-of-1” research – A clinically relevant research strategy!


I’ve been banging on about single case experimental research designs (SCED) ever since I studied with Prof Neville Blampied at University of Canterbury. Prof Blampied (now retired) was enthusiastic about this approach because it allows clinicians to scientifically test whether an intervention has an effect in an individual – but he took it further with a very cool graphical analysis that allows multiple cases to be studied and plotted using the modified Brinley Plot (Blampied, 2017), and I’ll be discussing it later in this series. Suffice to say, I love this approach to research because it allows clinicians to study what happens especially when the group of participants might be quite unique so RCTs can’t readily be conducted. For example, people living with CRPS!

Krasny-Pacini & Evans (2018) make the case that SCED are useful when:

1. Evaluating the efficacy of a current intervention for one particular patient in daily clinical practice to provide the best treatment based on evidence rather than clinical impressions;
2. Conducting research in a clinical rehabilitation setting (outside a research team) with a single or few patients;
3. Piloting a novel intervention, or application/modification of a known intervention to an atypical case or other condition/type of patients that the intervention was originally designed for;
4. Investigating which part of an intervention package is effective;

5. working with rare conditions or unusual target of intervention, for which there would never be enough patients for a group study;

6. Impossibility to obtain a homogenous sample of patients for a group study;
7. Time limitation (e.g. a study needing to be completed within 8 months, e.g. for a master degree research. . .) or limited funding not allowing recruitment of a group.

So let’s think of how we might go about doing a single case experiment in the clinic.

First step, we need to think hard about what we want to measure. It’s not likely you’ll find an already-developed measure that is tailored to both the person and the treatment you want to use. There are key characteristics for this measure that you’ll need to consider (these come from the SCRIBE guidelines – see Tate, et al., 2016). You’ll want to look for target behaviours “relevant to the behaviour in question and that best match the intervention as well as accurate in their measurement”; “specific, observable and replicable”; “inter-observe agreement on the target behaviour is needed”.

You’ll also want to think of the burden on the person completing the measures, because mostly these will be carried out intensively over a day/week or even a therapy session.

Some examples, drawn from the Krasny-Pacini & Evans (2018) paper include:

  • the number of steps a person does in a day
  • time it takes to get dressed
  • VAS for pain
  • self-rated confidence and satisfaction with an activity
  • Goal attainment scale (patient-specific goals rated on a scale between -2 and +2) – this link takes you to a manual for using GAS [click]
  • the time a person heads to bed, and the time they wake up and get out of bed

You can choose when to do the measurements, but because one of our aims is to generalise the learning, I think it’s useful to ask the person to complete these daily.

You’ll also need to include a control measure – these are measures that aren’t expected to change as a result of your therapy but are affected by the problem and help to demonstrate that progress is about the therapy and not just natural progression or regression to the mean, or attention etc. For example, if you’re looking at helping someone develop a regular bedtime and wakeup time, you might want to measure the time they have breakfast, or the number of steps they do in a day.

Generalisation measures are really important in rehabilitation because, after all, we hope that what we do in our therapy will have an effect on daily life outside of therapy! These measures should assess the intervention’s effect on ‘untrained’ tasks, for example we could measure self-rated confidence and satisfaction on driving or walking if we’ve been focusing on activity management (pacing). We’d hope that by using pacing and planning, the person would feel more confident to drive places because they have more energy and less pain. It’s not as necessary to take generalisation measures as often as the target behaviour, but that can be an option, alternatively you could measure pre and post – and of course, follow-up.

Procedural data are measures that show when a person implements the intervention, and these show the relationship between the intervention and the target we hope to influence. So, if we’ve used something like a mindfulness exercise before bed, we hope the intevention might reduce worry and the person will wake feeling refreshed, so we’d monitor (a) that they’ve done the mindfulness that night; (b) that they feel less worried in the morning; and (c) that they wake feeling refreshed. All of these can be measured using a simple yes/no (for the mindfulness), and a 0 – 10 numeric rating scale with appropriate anchors (for less worry, and feeling refreshed).

If you’re starting to think what you could measure – try one of these yourself! Start by deciding what you’d like to change, for example, feeling less worried. Decide on the intervention, for example using a mindfulness activity at night. Add in a measure of ‘feeling refreshed’. Keep a notepad by your bed and each night, record whether you did the mindfulness activity, then in the morning record your level of worry 0 = not at all worried, 10 = extremely worried; and record your feeling of refreshment 0 = not at all refreshed, 10 = incredibly refreshed.

If you want to, you can set up a Google Docs form, and graph your results for each day. At the end of each day you could include a note about how stressful your day has been as another measurement to add to the mix.

For patients, using text messaging is really helpful – if you have a clinic SMS service, you could use this to send the text messages to your client and they can text back. Many of the SMS services can automatically record a client’s response, and this makes it easy to monitor their progress (and yours if you want to try it out!).

There are some other designs you can use – and remember I mentioned you’d usually want to record a baseline where you don’t use the intervention. As a start, do this for at least a week/seven days, but you’re looking to establish any patterns so that when you do the intervention you can distinguish between random variations across a week and change that occurs in response to your therapy.

Have a go – and let me know how it works for you!

Blampied, N. M. (2017). Analyzing Therapeutic Change Using Modified Brinley Plots: History, Construction, and Interpretation. Behavior Therapy, 48(1), 115-127. https://doi.org/https://doi.org/10.1016/j.beth.2016.09.002

Krasny-Pacini, A., & Evans, J. (2018). Single-case experimental designs to assess intervention effectiveness in rehabilitation: A practical guide. Annals of Physical & Rehabilitation Medicine, 61(3), 164-179. https://doi.org/10.1016/j.rehab.2017.12.002

Tate, R. L., Perdices, M., Rosenkoetter, U., McDonald, S., Togher, L., Shadish, W., Horner, R., Kratochwill, T., Barlow, D. H., Kazdin, A., Sampson, M., Shamseer, L., & Vohra, S. (2016). The Single-Case Reporting Guideline In BEhavioural Interventions (SCRIBE) 2016: Explanation and elaboration. Archives of Scientific Psychology, 4(1), 10-31. https://doi.org/10.1037/arc0000027

New year, new you! 10 Steps to Change Your Life!


Are you setting goals for this year? Did you decide to get fit? Eat healthier? Spend more time with your family? Be more mindful? Read on for my famous 10 steps to change your life!

Bah, humbug!

Reflect for a moment on what you’ve just read. Head to Google and do a search using the terms “New Year” and see what you come up with. My search page showed, amongst all the horrific news of car smashes and events for the holiday season, topics like “New Year Bootcamp: Get rid of your debt”, “cook something new every week”, “read more books”, “create a cleaning schedule you’ll stick to”…

Ever wonder why we do this? Every single year?

First, we buy into the idea that our life right now isn’t good enough. There are improvements we can [read ‘should’] make.

Then we decide what “good” looks like. Better finances, healthier diet, less time on devices, cleaner and tidier house…whatever.

We then read all the things we should do – apparently, improving body, mind and soul is good for… the soul.

The popular “experts” then tell us to use a planner, tick off daily fitness goals, and tackle small actions frequently.

Betcha like anything most of us will fail. Even if we begin with the best of intentions.

This year, I’m not doing “goals” – I’ve bought into the over-use of SMART goals for too long, and I’m rejecting them. Why? Because life begins to look like a whole bunch of tick boxes, things to do, keeping the “eye on the prize” at the end. But when is “the end”? Is it a set of “yes! I’ve done it” achievements? Little celebrations? Or do we feel coerced into setting yet another goal? Can goals prevent us from being present to the intrinsic nature of daily life? I think so, at least sometimes. A goal focus can take us away from appreciating what we have right now, while also detracting from the process of going through each day. We can lose the joy of running, for example, if we’re only looking to the finish line. We can forget the pleasure of fishing in beautiful natural surroundings if we’re only looking to hook a fish!

So, as a start to this year, I’m sitting still. I’m noticing my Monday morning routine as I slurp my coffee and sit at my computer to write my blog. I’m making a choice to be present with my thoughts and ponderings. I’m looking back at the blog posts I’ve made since 2007 – all 1262 of them! – and feeling proud of my accomplishment. I’m revisiting my “why” or the values that underpin my writing. I’m acknowledging that I’ve chosen to put my voice out there, whether others read what I write or not (FWIW readership is low compared with the heady days of 2008 and 2009!). These choices aren’t in a weird pseudo-spiritual mindful sort of way, just a nod to my habits and the underlying reasons for doing what I do.

I’ve been pondering the drive clinicians have to set goals with patients, and to record achievements. As if these exist outside of the person’s context and all the other influences on what a person can and does do. There are even posts declaiming patients for not “doing the work” even after the explanations and rationales are presented, as if the only factor involved in doing something is whether it has a good enough reason for it to be done. This attitude is especially pertinent when a person lives with persistent pain, and is embroiled in a compensation system with expectations for recovery.

I suppose I’m looking for more attention to be paid to strengths people demonstrate as they live with persistent pain. More awareness of the complexity of living with what persistent pain entails (see this post for more). And for us as clinicians to be more content with what is, despite limitations and uncertainty, ambiguity, frustration and limited ‘power’ to make changes happen.

Contentment is at the heart of “fulfillment in life” (Cordaro, et al., 2016). It’s an emotion with connotations of peace, life satisfaction, and, again according to Cordaro and colleagues, “a perception of completeness in the present moment.” In English, contentment invokes a sense of “having enough” and a sense of acceptance whether the situation is desirable or undesirable (Cordaro, et al, 2016, p.224). Contentment, in contrast to happiness, is considered a low arousal state: that is, when we feel content we experience reduced heart rate, skin conductance and is associated with serotonergic activity, while happiness in contrast activates higher arousal states including dopaminergic responses (Dustin et al., 2019). The table below gives some interesting comparisons between the “reward” and the “contentment” states in humans – take it with a grain of salt, but it makes for useful pondering.

When we think about helping people with persistent pain, how often do we consider contentment as a long-term outcome? To be content that, despite all the hard work the person and their healthcare team and their family and colleagues, this person has achieved what they can. Do we even have this conversation with the person? Giving them the right to call it quits with constantly striving for more.

How can we develop contentment for ourselves and for the people we work with? Should we guide people towards activities that foster contentment? These will likely be the leisure activities that take time, that involve giving without a focus on receiving, that calm people, that invoke nurturing (plants, animals, people), and probably those that involve moderate intensity movement practices (Wild & Woodward, 2019). I hope we’ll draw on occupational therapy research and practice, because these activities will likely be long-term practices for daily life contentment, and daily life is our occupational therapy focus.

For ourselves, I suspect fostering contentment will be more difficult. Our jobs, often, depend on finding out what is wrong and setting goals for a future state, not ideal for those wanting to be OK with what is. We often work in highly stressful and demanding contexts with numerous insults to our moral ideals and values. We debate ideas and approaches to our work with vigour. We make judgements about our own performance and that of others. We often find our expectations aren’t fulfilled and that we can’t do what we think/know would be better.

I’ll leave you with a series of statements about contentment compared with other states that can be related to contentment (Cordaro et al., 2016, p.229). It helps clarify, perhaps, what we might do for ourselves in this new year. Happy 2023 everyone!

Cordaro, D. T., Brackett, M., Glass, L., & Anderson, C. L. (2016). Contentment: Perceived Completeness across Cultures and Traditions. Review of General Psychology, 20(3), 221-235. https://doi.org/10.1037/gpr0000082

Dustin, D. L., Zajchowski, C. A. B., & Schwab, K. A. (2019). The biochemistry behind human behavior: Implications for leisure sciences and services. Leisure Sciences, 41(6), 542-549. https://doi.org/10.1080/01490400.2019.1597793

Lustig, R. (2017). The hacking of the American mind: The science behind the corporate takeover of our bodies and brains. New York, NY: Avery.

Wild, K., & Woodward, A. (2019). Why are cyclists the happiest commuters? Health, pleasure and the e-bike. Journal of Transport & Health, 14. https://doi.org/10.1016/j.jth.2019.05.008

Frustration in the clinic


I’m prompted to write this post because it’s something I see in social media so often – a clinician gets frustrated. Things don’t work. The person getting treatment doesn’t respond in the way that was expected. The person doesn’t look like what the clinician usually sees. The evidence doesn’t fit with practice. All the things! So I thought today I’d write about emotions and thoughts that might turn up – and what might underlie those feelings. (For people living with pain – we also have frustration in the clinic. Things don’t work out. The therapist isn’t what we expected. I’ll write more about this soon!)

Emotions are a complex reaction pattern, involving experiential, behavioral and physiological elements (https://dictionary.apa.org/emotion). From a cognitive behavioural perspective, an event happens, we appraise it (judge it), and we experience an emotion – then we do something as a response. It’s much more complex than this, and each part interacts with the others – so we end up with a big diagram looking something like this: (from – https://www.researchgate.net/figure/Cognitive-behavioral-therapy-model-of-depression_fig1_338695579).

Instead of “depressive”, just put in “beliefs/expectations about who I am and what I can expect from myself”. This is a pretty generic model in CBT, and is well-established even if there are plenty of arguments about accuracy and adequacy!

Clinicians generally want to help. Yes, some are in it for fame or fortune (choose something else, kthx), but on the whole people enter a clinical profession because they think they can do some good, and people will “get better.” Our communities hold long-standing expectations about what seeing a health professional should entail: read Benedetti’s “The Patient’s Brain” for a much more detailed description of the historical and evolutionary basis for a therapeutic encounter.

Why does this matter? Because it sets the scene for how we think a therapeutic encounter should go.

Rules and assumptions about what “ought” to, or “should” happen often underlie emotions.

We’re happy when all the things line up and the patient does what we expect of patients while the clinician does things that work. When things don’t go to plan (ie our expectations are violated) that’s when we get some feelings, and they can be pretty big.

What do we expect from patients?

Despite moves towards person-centred care where patients are seen as people and clinicians offer options rather than dictate orders, our societies still hold expectations about the roles a patient and a clinician should play.

Patients are expected to seek help when they’re sick. They’re expected to be truthful about their symptoms, and tell clinicians everything that is relevant about their condition – AND about any other aspect of their health, even if it’s not immediately relevant to their current problem. Symptoms experienced by patients are expected to be what the clinician expects, and the disease a patient has should fit within “typical” parameters (usually based on males). Patients are also expected to follow instructions, not do things that go against instructions, and of course, to get better. Patients are meant to be grateful for their treatment, even if it’s disruptive, has unpleasant side effects, or isn’t 100% effective. Patients should do their best all the time.

As a corollary, clinicians have a huge number of expectations they take on (and are given!). Some of us have these explicitly handed to us during our training, while others find they’re an implicit set of assumptions that we adopt, perhaps in the guise of “being professional.”

What do we expect from clinicians?

Clinicians expect to be in control in the clinical encounter. We’re expected to know what to ask about, and from this, what to test for. We’re expected to have the answers, and be right. We’re also expected to be calm, caring and focused – even when our personal lives are topsy-turvy. We’re meant to know what the patient wants, and how to give that to them. We’re also expected to be up-to-date, do no harm, change our practice according to evidence (even when that evidence is contradictory, or just emerging), and to stay interested in our work even if we’ve been doing it for years.

We’re expected to know our scope of practice, but practice using a broad “whole person” framework even if we were never trained to do this. We think we should be compassionate and caring, even if we were selected for training on the basis of our academic prowess and not on emotional literacy. We must take on responsibility for outcomes, even though we’re not there to “make sure” the patient “does what they’re told” in their own time. We assume when we tell someone to do something, they’ll drop everything in their life to do it – because their health should matter most, and even when other things in their life matter more.

Clinicians can be expected to practice independently from the moment they qualify, and are either “right” or “wrong” and never shades of in between. Clinicians expect that if something goes wrong, and the person doesn’t get better, it’s either the person’s fault (they didn’t do what they should have done), or the clinician has done something wrong and made a wrong diagnosis, or chosen the wrong treatment (or the treatment was right but the intensity was wrong…. so just do it again). And clinicians shouldn’t ask for emotional help because that means they’re “too emotionally invested” or “not distanced enough.”

Expectations suck

We all have them. And the ones I’ve listed above, while not always present, often underpin the way we expect clinical encounters to go. Many of them are implicit, so we don’t even realise we hold them – until BAM! Something goes wrong.

When expectations are violated, we feel emotions and some of these can be pretty strong. Many are less strong, just little niggles, little irritations, a bit of cynicism, some disappointment, some frustration. And they go both ways: people seeking help, and people trying to help. Over time, violated expectations feel like your head hitting against a brick wall, or swimming against the tide, or just plain demoralisation or even burnout.

Ways through them

Some of us have professionally-endorsed support systems to help us. Occupational therapists and psychologists have mandatory clinical supervision with someone who is there for you, who supports your development as a clinician, who challenges your assumptions, who pokes and prods at your reactions, who encourages taking a broader view. Individual clinicians in other professions may also pick up on using supervision in this way.

Some of us don’t have that kind of support. So we seek it elsewhere – I suppose, in part, I started writing this blog those years ago to “find my tribe.” Social media is one way we get affirmation, validation and even (sometimes!) great ideas to help us shift our approach.

Some clinicians leave their profession, do something else that’s more lucrative and less emotional effort. Some move out of practice and into academia. Some use “outside work” interests to blow off steam, or give emotional space.

Some of us are a little fused with the assumptions we hold. It’s hard to create a little space around those assumptions, because they’re held so tightly (or they’re so deeply buried). When we do get a tap on the shoulder suggesting our beliefs are out of whack it can feel so terribly humiliating, so inherently WRONG that we shut off, or bite back.

Creating “wiggle room”

Slowing down is a good way to begin creating some space to feel what is showing up when we’re feeling frustration. This could be by taking one or two minutes at the end of a session to be present. Yes, a little mindfulness to notice what is present in the body. To be OK with being aware of emotions, thoughts, and body sensations. NOT TO CHANGE THEM! To simply be with them. (An explanation here: https://www.youtube.com/watch?v=v9NkUomOO_w). This helps in many ways, but it does not (and isn’t intended to) reduce them. It helps you notice that you’re having feelings. It helps you pay attention to your own state of mind. It can create a moment to ask yourself “I wonder why I feel this way?” It can help you be more present with the next person you see because you’re not carrying those feelings into the next encounter.

Reflective practice is another way to create some space to be human, feel things, be curious about why they happen, and check in with your own values. A great resource that’s freely available is Positive Professional practice: a strength-based reflective practice teaching model – it might be a ‘teaching’ model, but clinicians teach All The Time!

Taking small steps, making small changes

The first step towards making a change is knowing that it’s needed. And the second is knowing that it’s possible. The third? Knowing what to do. I hope these suggestions help a little in this seldom-discussed aspect of practice. My own preference is to question WHY do we hold these expectations? WHO made them a thing? WHAT purpose do they serve? WHEN might those expectations be a good thing – and when might they not? WHERE can we nudge just a little to make change? And preferably, as clinicians, I think it’s OUR job to make the adjustments because we’re not ill or sore or seeking help.

Some references:

Dobkin, P. L., Bernardi, N. F., & Bagnis, C. I. (2016). Enhancing Clinicians’ Well-Being and Patient-Centered Care Through Mindfulness. Journal of Continuing Education in Health Professions, 36(1), 11-16. https://doi.org/10.1097/CEH.0000000000000021

Huft, J. (2022). The History and Future of the Sociology of Therapy: a Review and a Research Agenda. The American Sociologist, 53(3), 437-464. https://doi.org/10.1007/s12108-022-09534-3

McGarry, J., Aubeeluck, A., & De Oliveira, D. (2019). Evaluation of an evidence-based model of safeguarding clinical supervision within one healthcare organization in the United Kingdom. International Journal of Evidence-Based Healthcare, 17 Suppl 1, S29-S31. https://doi.org/10.1097/XEB.0000000000000180

Spencer, K. L. (2018). Transforming Patient Compliance Research in an Era of Biomedicalization. Journal of Health and Social Behavior, 59(2), 170-184. https://doi.org/10.1177/0022146518756860

Ways to stop good clinicians leaving pain management (iii)


I’m an old hack when it comes to teamwork and pain management: I’ve worked in this field a long time. I’m familiar with reactions to both interpersonal differences within a team (and the myriad ways these can be expressed), and to the discourse that happens when posting a publicly available message. In fact, that’s why I publish on social media: so we can have open conversations rather than ones hidden behind paywalls, or in rarified academic settings. Humans are odd, and when poked – even when poked with good evidence – want to react, to bite back. The following comments are not about any specific organisation. I’ll repeat that: comments about what we do in healthcare (ie bullying – nurses call this ‘horizontal violence’, stigmatising, excluding, not supporting etc) in the two articles I’ve written so far on how to prevent good clinicians do not relate to any one organisation. They are based on personal experience (my own) and experiences I’ve read in the literature.

There is an elephant in the room. It’s possibly the biggest one we have in teamwork and it’s about dispute resolution. How do we resolve contrasting clinical models, interpersonal styles, personal and professional values, hierarchies (explicit or implicit) without compromising important and valid points, and without blowing relationships between team members out of the water? An alternative is to leave, as I did, having seen several clinicians put through the wringer by accusations of bullying and being the recipient of bullying myself.

I’m drawn to Dr Todd B. Kashdan’s work in his most recent book “The Art of Insubordination: How to dissent and defy effectively” because he offers well-researched strategies for individuals and groups to disrupt the status quo – not for the purpose of disrupting for the sake of it, but because of personal integrity and ethical standards. Values that clash with “received wisdom”. Creative ideas that could change practice positively, but land flat because they’re “different”. The desire to create social value – not from a place of “I’m superior, you should do it my way” or spite “I just want to get you back for being dominant” or self-interest “I want you to do this because it’ll line my pockets” (p. 11., The Art of Insubordination).

You see, principled insubordination is one reason for disputes in teams. It could be an occupational therapist identifying that participating in daily life really matters to people with chronic pain but working in a team where everyone gets the same recipe for treatment. It might be a physiotherapist who sees that there could be ways to see people in small groups, rather than individually – but gets smacked down because “that’s not the way we do it”. It might be the social worker who dreams of bringing whanau/family into pain management, but can’t get a toe in the door of a team with a strong medical procedure focus.

Each of these people holds strong values, wants to be person-centred, can see there are opportunities, and sincerely communicates them to the team. Even the idea of interprofessional or transprofessional working, where each person steps up to do what matters to the person in front of them although it doesn’t look like conventional “role division” can be an effective way to be a radical and principled rebel.

While the ideas Todd articulates SO well in his book are absolutely worth doing if you’re the principled rebel, one thing I worry about is placing the responsibility only on the rebel. It’s difficult being the one swimming against the current. It can lead to personal isolation, burnout, poor team trust, difficulty sharing information that is unique to your profession (or your encounters with a patient), less reporting critical problems and ultimately, to closing down and walking away (O’Donovan, De Brun & McAuliffe, 2021).

Stephanie Zajac and colleagues (Zajac, et al., 2021) developed a framework for healthcare team effectiveness and clearly identifies the crucial contribution of the organisation, team leadership, technical competence and having team roles and purpose (Fig. 1, p. 4). Without a supportive culture, executive leadership and teamwork reinforcement as a value, the organisational conditions likely work against effective teamwork. Without shared leadership, accountability and coaching, teams flounder and fragment. Without adequate training, the capability to do the work well, and sufficient staffing, teams don’t have sufficient technical competence to be effective. Finally, without role definitions, team directions and developing and monitoring team norms, teams will likely experience conflict and who should or can do tasks, and what’s OK and not OK within the team. Note this doesn’t inevitably mean “my role” and “your role” – inter and transprofessional team work demands blurring between roles. This is about articulating and being clear about how team members work together.

And who needs to ensure these organisational “meta-team skills” are clear, supported and maintained? Yes, it’s everyone’s job – but it’s also the organisation’s leadership team’s job to make sure it happens. After all, the leadership team should have skin in the game.

Conflict is inevitable. Some schools of thought believe that conflict is healthy, a sign of divergent thinking rather than conformity, that conflict enables people to challenge their own assumptions (O’Neill, Allen & Hastongs, 2013). At the same time, forms of conflict can be painful and damaging to the individuals involved. Disagreeing about what is done is less damaging than conflict with a member of the team. Consequently, two points spring to mind: 1. Left to fester, interpersonal conflict will reduce team trust, and ultimately stymie collaboration. People will revert to silence, and a “them and us” will emerge. Processes involving transparent, open conversations (see this link), often moving beyond the key antagonists and into the whole team, are crucial. These may involve clear policies and procedures, and need to be facilitated – preferably by someone external to the team, but knowledgeable. 2. “Ground rules” must be established about how to disagree, challenge one another, articulate different perspectives. Why? Because disagreement and conflict is inevitable, so we need to minimise the fall-out, but more importantly, because conflict when well-managed is the lifeblood of creativity and responsiveness (psst! it’s also really good for critical thinking).

Kim, S., Bochatay, N., Relyea-Chew, A., Buttrick, E., Amdahl, C., Kim, L., Frans, E., Mossanen, M., Khandekar, A., Fehr, R., & Lee, Y. M. (2017, May). Individual, interpersonal, and organisational factors of healthcare conflict: A scoping review. Journal of Interprofessional Care, 31(3), 282-290. https://doi.org/10.1080/13561820.2016.1272558

O’Donovan, R., De Brun, A., & McAuliffe, E. (2021). Healthcare Professionals Experience of Psychological Safety, Voice, and Silence. Frontiers in Psychology, 12, 626689. https://doi.org/10.3389/fpsyg.2021.626689

O’Neill, T. A., Allen, N. J., & Hastings, S. E. (2013). Examining the “Pros” and “Cons” of TeamConflict: A Team-Level Meta-Analysis of Task, Relationship, and Process Conflict. Human Performance, 26(3), 236-260. https://doi.org/10.1080/08959285.2013.795573

Zajac, S., Woods, A., Tannenbaum, S., Salas, E., & Holladay, C. L. (2021). Overcoming Challenges to Teamwork in Healthcare: A Team Effectiveness Framework and Evidence-Based Guidance. Frontiers in Communication, 6(6). https://doi.org/10.3389/fcomm.2021.606445

Ways to stop good clinicians leaving pain management (ii)


I’ve been asked to amend (actually, to remove) these two posts, so I’ve altered the opening sentence – you’re reading it now. I’ve also added some comments to preface these two posts.
I’m an old hack when it comes to teamwork and pain management: I’ve worked in this field a long time. I’m familiar with reactions to both interpersonal differences within a team (and the myriad ways these can be expressed), and to the discourse that happens when posting a publicly available message. In fact, that’s why I publish on social media: so we can have open conversations rather than ones hidden behind paywalls, or in rarified academic settings. Humans are odd, and when poked – even when poked with good evidence – want to react, to bite back. The following comments are not about any specific organisation. I’ll repeat that: comments about what we do in healthcare (ie bullying – nurses call this ‘horizontal violence’, stigmatising, excluding, not supporting etc) in the two articles I’ve written so far on how to prevent good clinicians do not relate to any one organisation. They are based on personal experience (my own) and experiences I’ve read in the literature.

Last week I started a series of posts on how we can stop good clinicians leaving pain management. I began with funding because, at least in New Zealand, lack of funding is a significant part of the problem of staff retention.

Now I want to look at how we prepare clinicians to work in pain management.

One of the major barriers in New Zealand is the dominance of musculoskeletal rehabilitation in physiotherapy clinics around the country. How could direct access to musculoskeletal rehabilitation be a bad thing, you ask? Well, it’s mainly because pain management is not musculoskeletal rehabilitation – and yet most of the workforce for pain management here comes from musculoskeletal physiotherapists.

I like physiotherapists, some of them are even very good friends! And I recognise that good physiotherapists have moved a long way from the old “back school” staff sergeant approach! Many physiotherapists have developed their skills well beyond analysing pelvic tilt and using “special tests” with limited inter-rater reliability and even less predictive validity. There are good physio’s who are skilled in Acceptance and Commitment Therapy, who routinely look at values and use motivational approaches in their clinical practice.

But, how well are new graduate physiotherapists (and indeed other entry-level health professionals) prepared for chronic pain work? (remember that many clinics in NZ employ entry-level therapists because they’re inexpensive, and chronic pain management isn’t a very profitable area – and staff turnover is a thing).

Unlike acute and subacute musculoskeletal rehabilitation, regression to the mean (ie returning to a baseline level of capability) doesn’t happen much in chronic pain rehab. Natural history doesn’t happen either, not four or more years after the original onset. Most treatments for chronic pain show very small effect sizes on both pain intensity and disability.

Progress towards goals is slow, and there are many – many! – flare-ups, set-backs, detours and plateaus. Because pain problems have lasted longer than expected, people have had time to worry, to be given inaccurate information, to have had poor sleep for ages, to have stopped doing the things that bring life into life, to have had several unsuccessful treatments – consequently, people with chronic pain often hold negative expectations about how effective a treatment will be.

How well do we prepare entry-level clinicians for the challenges of treatments not working? Despite the therapist “doing all the right things”?? Do we prepare them for the ambiguity and uncertainty of working without a clear diagnosis? without an algorithm? without a “simplifying process”? Chronic pain is complex!

How well do we prepare entry-level therapists not to take responsibility for a person’s outcomes? Or do we inculcate them into the idea that they must “get it right” all the time or they’ve “done something wrong”?

Do we spend so much time teaching a certain school of therapy, or set of special tests, that we forget to help them learn to listen well first? Do we teach them that mind and body are separate – and that psychological and psychosocial only come into play when “the bio” has failed to respond to treatment? Do we imply this, even inadvertently?

When do we teach entry-level therapists how to deal with therapy failure? How to work in the dark? How to revise their formulation when a treatment doesn’t have the intended effect? Where do we teach entry-level therapists how to seek and accept supervision – and how do we help them view supervision as a supportive opportunity to develop as a person and therapist?

And how well do we prepare entry-level clinicians to work well in a team, where they’ll come into contact with other clinicians seemingly “stepping into my scope”? In other words, where other clinicians have broad skills and experience, and who do what they do… Do we teach undergraduates how to be confident enough in their professional value that they stop being defensive?

Solutions, that’s right. I was going to suggest solutions.

Solutions include much more time working with other professions during training – and not just the ones handy to where they’re being trained. Solutions include ensuring the process of clinical reasoning is emphasised rather than the outcome. Solutions involve teaching undergraduates that they will carry on learning and that more experienced therapists from other professions will teach them a lot. Solutions might include ensuring that all students spend regular time with a supervisor who is not there to “correct” them, but instead to foster their self-reflection, to offer them support when they’re feeling overwhelmed, to encourage them to be OK to feel lost and not know the answers. And perhaps solutions involve recognising that chronic pain management is a specialist area of practice, and it is not musculoskeletal rehabilitation with a psychosocial twist.

Gordon, D. B., Watt-Watson, J., & Hogans, B. B. (2018). Interprofessional pain education-with, from, and about competent, collaborative practice teams to transform pain care. Pain Reports, 3(3), e663. https://doi.org/10.1097/PR9.0000000000000663

Lindblad, T. L. (2021, Jun). Ethical Considerations in Clinical Supervision: Components of Effective Clinical Supervision Across an Interprofessional Team. Behavior Analysis in Practice 14(2), 478-490. https://doi.org/10.1007/s40617-020-00514-y

O’Carroll, V., Owens, M., Sy, M., El-Awaisi, A., Xyrichis, A., Leigh, J., Nagraj, S., Huber, M., Hutchings, M., & McFadyen, A. (2021, May-Jun). Top tips for interprofessional education and collaborative practice research: a guide for students and early career researchers. J Interprof Care, 35(3), 328-333. https://doi.org/10.1080/13561820.2020.1777092

Perreault, K., Dionne, C. E., Rossignol, M., Poitras, S., & Morin, D. (2018, Jul). What are private sector physiotherapists’ perceptions regarding interprofessional and intraprofessional work for managing low back pain? Journal of Interprofessional Care, 32(4), 525-528. https://doi.org/10.1080/13561820.2018.1451829

Steuber, T. D., Andrus, M. R., Wright, B. M., Blevins, N., & Phillippe, H. M. (2021). Effect of Interprofessional Clinical Debates on Attitudes of Interprofessional Teams. PRiMER, 5, 14. https://doi.org/10.22454/PRiMER.2021.154149

Ways to stop good clinicians leaving pain management (i)


I’ve been asked to amend (actually, to remove) these two posts, so I’ve altered the opening sentence – you’re reading it now. I’ve also added some comments to preface these two posts.
I’m an old hack when it comes to teamwork and pain management: I’ve worked in this field a long time. I’m familiar with reactions to both interpersonal differences within a team (and the myriad ways these can be expressed), and to the discourse that happens when posting a publicly available message. In fact, that’s why I publish on social media: so we can have open conversations rather than ones hidden behind paywalls, or in rarified academic settings. Humans are odd, and when poked – even when poked with good evidence – want to react, to bite back. The following comments are not about any specific organisation. I’ll repeat that: comments about what we do in healthcare (ie bullying – nurses call this ‘horizontal violence’, stigmatising, excluding, not supporting etc) in the two articles I’ve written so far on how to prevent good clinicians do not relate to any one organisation. They are based on personal experience (my own) and experiences I’ve read in the literature.
[added 12 September 2022]

I thought I’d look at what we can do to stop good clinicians leaving pain management.

While our jurisdictions have differences in pay rates, reimbursement approaches and treatment codes, at the heart of good healthcare is good people who want to help. So why, when healthcare is populated with caring clinicians, do we strike bullying, lack of support for one another, non-existent teamwork, and poor career pathways? What is going on?

I’ll tackle these in bite-sized chunks, starting with the funders. And of course, I want to point out some of the contributing factors.

Funders

Funders (insurers, agencies paying for treatment) have at their heart, a fear of being taken for a ride. People with pain can be viewed with suspicion because their problems cannot be imaged. Why else spend such inordinate amounts of money on investigating whether someone ‘meets criteria’ for treatment?

Historically in New Zealand, we have one national accident insurer – a no-fault, 24/7 insurance for any accidental injury sustained in work, out of work, in school, while on the roads, wherever. At times this insurer has been fairly generous – certainly when I started working in this area in the 1980s there were plenty of people with chronic pain that I saw having had 300 or more physiotherapy sessions. “Passive” therapy (hot packs and ultrasound) was carried out routinely. Our insurer certainly got stung by the over-use of unhelpful treatments and since then has systematically reduced access to passive therapies, and also seems to have physiotherapy practice in its sights. Sadly, it has not been quite as focused on reducing unhelpful surgeries, repeated injection procedures, and medical reports denying that chronic pain is a thing.

The community pain contracts funded by our insurer were, at initial conception, a good thing. Bring community-based therapists together to form local pain teams to respond early to people at risk of developing long-term disability associated with pain. Lots of new set-ups emerged with lots and lots of cobbling teams together: ad hoc coalitions of clinicians who didn’t know one another. Set on a background of messy referral processes, limited understanding of how the contracts worked, and a very limited budget, now was the time for large international groups to swoop in and sweep up small practices to form national organisations which simplified contracting for our insurer. And so they did.

Large organisations offer benefits to insurers. The risk of a single provider failing is reduced because the uneven nature of referrals is smoothed across the country. There are economies of scale from an administrative point of view. Some organisations have employed excellent people as clinical leaders for pain teams.

And yet… limited understanding of what teamwork is in pain management and how teams need to be supported and developed, combined with poor funding, and scarcity of skilled and specialised clinicians has led to teams on paper. Teams who rarely, if ever, meet; teams with no common model of pain; teams who don’t work collaboratively – serial therapy? not even that – a series of disjointed, uncoordinated therapies where the physical exercise programme is delivered by an entry-level physiotherapists a month or more before the person sees a psychologist who may not have any training or knowledge about pain management, while funding is spent on an unnecessary pharmacy session, and a pain assessment by a pain specialist who are scarcer than hen’s teeth and far more expensive than the rest of the entire programme combined.

What’s the answer? As usual, more than one…

  • Adequate funding for team meetings – preferably face-to-face, and preferably weekly. Co-location helps
  • Ensuring the team has a common model of pain.
  • Workforce stability – outcomes reduce if the team has a high staff turnover
  • Effective orientation and induction to the team
  • Processes and structures that foster sharing information that often doesn’t get shared
  • Training in how to negotiate, collaborate, amalgamate differing opinions
  • Training and recognition of specialised knowledge that transcends individual professions (in other words, professionals become transprofessional rather than silos)

And what of these organisations swooping in to carry out cookie-cutter approaches?

I am not an advocate of private providers working in health. What we’ve seen here since 2017 and the community pain contracts is the top slice of money heading off to shareholders and managers with fancy new cars, little to no career pathway planning for senior clinicians, an increase in placing newly graduated therapists into pain management without adequate clinical or emotional support, and an overall high level of turnover amongst clinicians in the field.

This is partly because our insurer has restricted pain funding. It is also partly because these organisations (including the insurer) fail to recognise that chronic pain management is a specialised field with specialised requirements. It’s not a place for new graduates – but if you have limited profit from programmes, what would you do? Yep, you’d employ clinicians you don’t have to pay as much to, and allow the senior clinicians to leave. You’d avoid offering effective clinical and emotional supervision because this is seen as a cost to the company. You’d fund weekend courses in pain management, but not fund time for teams to integrate this knowledge. Similarly, you wouldn’t fund meetings or induction because you’d see these as an unnecessary cost. After all, isn’t pain management simple?

The two most heartbreaking aspects of this current situation are (1) the burnout of clinicians who initially put heart and soul into their work, do their best to maximise the scant funding, work long hours, seek contracts that might offer the person/patient/client something useful – but do so and obscure just how poorly the funding model is working. And (2) the people with pain who are offered disjointed therapy (not a team approach) delivered by junior therapists who feel unsupported and don’t have the skill or knowledge to work in this area, and who deliver cookie cutter treatments because of this and leave. The patients receive ineffective therapy but the insurer can tick the box that they’ve “had pain management.”

Is this the view of an old hack who wants the glory days to return? Maybe – but I feel for the people with pain who are just not getting good pain management. Access to services may be there – but access to unhelpful, cookie cutter, disjointed therapy from disheartened clinicians does not lead to good outcomes. And the sad thing is that there’s enough teamwork research in pain management to show what does work.

NZ Pain Society Report on the impact of a new contract: request this from the NZ Pain Society

Buljac-Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. H. (2020, Jan 8). Interventions to improve team effectiveness within health care: a systematic review of the past decade. Human Resoures for Health, 18(1), 2. https://doi.org/10.1186/s12960-019-0411-3

Griffin, H., & Hay-Smith, E. J. C. (2019). Characteristics of a well-functioning chronic pain team: A systematic review. New Zealand Journal of Physiotherapy, 47(1).

Matthew, O. T., & Samuel, E. H. (2021). Examining Team Communication and Mutual Support as Drivers of Work Performance among Team Members. Asian Research Journal of Arts & Social Sciences, 45-54. https://doi.org/10.9734/arjass/2021/v13i430223

O’Donovan, R., De Brun, A., & McAuliffe, E. (2021). Healthcare Professionals Experience of Psychological Safety, Voice, and Silence. Frontiers in Psychology, 12, 626689. https://doi.org/10.3389/fpsyg.2021.626689

Zajac, S., Woods, A., Tannenbaum, S., Salas, E., & Holladay, C. L. (2021). Overcoming Challenges to Teamwork in Healthcare: A Team Effectiveness Framework and Evidence-Based Guidance. Frontiers in Communication, 6(6). https://doi.org/10.3389/fcomm.2021.606445