Today in Nursing Leadership

Dive into the pivotal role of data in transforming nursing leadership and workforce retention strategies. Join us as we bring clarity to how harnessing this untapped resource can revolutionize patient care and employee satisfaction.

With 48-hour notice, our leadership team created a healthcare sanctuary for South/Central American refugees, caring for physical and behavioral health needs, providing immunizations and school physicals. Nurse leaders addressed unique healthcare challenges faced by asylum seekers in a large safety net healthcare system.

Frontline nurse leaders are responsible for ethical problem solving and creating ethical environments for patients and the care team. Learn about a one-year fellowship designed to bolster leaders' ethical confidence and leadership skills. Fellows attended monthly seminars and mediation training, gaining skills to repair communication breakdown and resolve value-laden disagreement. Pre/post data collection showed fellows experienced increased ethical confidence and decreased moral distress.

Across the United States, healthcare systems are grappling with severe staffing shortages that have far-reaching implications. From increased turnover and skyrocketing labor costs to pervasive staff burnout, the impact is felt at every level of patient care.Despite efforts to address these ongoing workforce challenges, nursing turnover remains alarmingly high, with many nurses contemplating leaving their positions due to burnout and inadequate staffing.What can nurse leaders do to help their staff thrive while delivering excellent patient care?In today's podcast, we'll explore a practical solution that focuses on nurse retention and why this approach is an effective, long-term strategy to manage the impact of staffing shortages.

Over the last two decades, the Department of Veterans Affairs has identified the need to improve access to health care as a high priority area. This session will discuss how our organization is utilizing Registered Nurses to the fullest scope of their practice by allowing RNs complete same day mental health appointment. It will discuss the framework for outpatient clinics, throughput and referrals, managing schedule expectations, medication management, and processes to manage patients in crisis.

Heart Failure is a complex and costly disease to manage. In an effort to increase patient quality of life while decreasing readmissions and cost of care, our organization hired a dedicated APRN to consult on patients in select Skilled Nursing Facilities and work collaboratively with the staff. The 30-day readmission rates of the SNF patients cared for by the APRN is on average, 12% lower than those not. It is estimated this program prevented an overall cost of care of approximately $657K.

This session shares how one organization's Rapid Response Team (RRT) transformed from a reactive role in responding to acute situations bringing critical care resources to the bedside outside of the ICU, to a high reliability proactive response focused on improving patient outcomes and reducing safety events throughout the hospital. The use of artificial intelligence technology has also provided the RRT with a predictive model aimed at alerting them of the likelihood of a declining patient.

This session is designed for leaders who may be embarking on new roles and want to increase their enjoyment and effectiveness during their transition. The audience will hear about a peer mentorship model that two new CNOs utilized in their parallel transitions in different organizations. This session will highlight the framework and associated positive outcomes. This will be a hopeful and positive session highlighting the power of partnership.

Learn about how nurse leaders partnered with an interprofessional team of internal experts to reduce assaults on nursing staff through an interprofessional, proactive rounding team. The team comprised of mental health consultants, security and geriatric resource nurses.  Nurses and leaders can learn how to leverage internal experts to deploy crucial support to the bedside for nursing in the care of patients with challenging behaviors.

Collaborative partnerships have great potential to create long-lasting influential changes within the global healthcare environment. A U.S. academic-medical partnership established a joint venture with two international healthcare systems to build a culture of clinical inquiry, nurture clinician resiliency and empowerment, and advance nursing leadership. The success of this program supports an approach for developing a culture of EBP that includes key leadership engagement strategies.

The missing link in helping nurses save time, reduce costs, improve patient / provider experience is actually focusing on improving patient education. By keeping pace with technological advancements such as cloud based platforms and availing more modern content rooted in the science of microlearning patients can go much deeper in understanding their condition, preparing for their procedure or visit and discharge, all from their home, before they arrive, leading to enormous time savings and better quality of care. When patients are informed, ahead of care delivery they feel better, they are more engaged, and become a true partner in their care journey. Learn how a consumer-oriented enterprise cloud-based strategy for patient education and engagement, with private content streaming and algorithmic, intelligent engagement, can transform care delivery.This podcast is brought to you by Mytonomy.

Nurse leaders are at the frontline of healthcare. Every day, they face the challenges posed by resource constraints, the need to deliver on value-based performance metrics, and difficulties recruiting and retaining nurses. A good onboarding program is key to responding to all those challenges. Tune in to this episode to learn more about how Laerdal Medical is partnering with hospitals and health systems in a data-driven approach to improving patient outcomes and staff satisfaction. This episode is sponsored by Laerdal. For more information visit https://laerdal.com/us/.

This podcast will highlight the importance of measuring the adoption and utilization of point of care medication management technologies and the associated benefits. In practice, various challenges such as staff turnover may contribute to a drop in utilization of the various features and functionality available within technology. This unique relationship between a vendor and a health system highlights the value of an ongoing partnership and data-driven performance optimization. This episode is sponsored by Omnicell. For more information, visit omnicell.com.

Dr. Juliet Kolde and Dr. Jimmy Reyes discuss Nightingale Education Group's efforts in diversifying the nursing workforce and closing health equity gaps. They highlight challenges with using NCLEX first-time pass rates as a measure of nursing quality, leading to the development of rigorous admission standards and washout programs while talking about Nightingale Education Group's innovative strategies, including access to education, wraparound student services, and NCLEX coaching to support learners from diverse socioeconomic backgrounds. This episode is sponsored by Nightingale Education Group. For more information, visit https://nightingale.edu/.

Nursing is one of the biggest challenges for organizations. From staffing shortages to burnout, and rising labor costs, we'll explore how using AI can help organizations solve today's nursing challenges. This episode is sponsored by Nuance, a Microsoft company. Explore a vision for nursing at nuance.com/nursing.

With the pandemic in the rear-view mirror, hospitals are ramping up growth efforts, adding beds, launching new specialties, and expanding services. However, a persistent challenge remains: securing a sustainable nursing staff amidst a projected shortage of over 600,000 nurses by 2030. This podcast offers guidance for hospitals grappling with nurse staffing issues, including analyzing near- and mid-term needs, considering attrition and retirements, exploring the option of hiring international nurses, and selecting the right partner for successful implementation of such a program. This episode is sponsored by PRS Global.This episode is sponsored by PRS Global. Learn more at https://prsglobal.com/.

In response to COVID, our 12-hospital healthcare system initiated storytelling events for healthcare workers to assist in healing from trauma. These events foster connections through the shared lived experiences of teams and inspire hope for the future. Within a year, our health system organized 6 in-person events, 4 online watch parties, and featured more than 30 healthcare storytellers across Washington state. We then analyzed the transformative power of storytelling in our healthcare teams.

Discover how expert nursing knowledge and academic partnerships fueled by machine learning led to the creation of an advanced workforce management tool used to deploy coveted nursing resources to the right place at the right time leading to increased accuracy in predicting staffing needs up to 21 days in advance across a sixteen-hospital academic health system. This episode is sponsored by Nuance, a Microsoft company. Explore a vision for nursing at nuance.com/nursing.

Common challenges in healthcare today include decreased nurse retention, patient satisfaction, quality of care, system outcomes, and nurse engagement. Learn how executive nurse leaders in a critical access hospital and ambulatory clinics collaborated with clinical nurses to implement a professional governance model that positively influenced key outcomes. The model prioritized nurse autonomy and a just culture that provided a positive practice environment for all team members.

The time is now to revolutionize care delivery at the bedside. Come inspire to think differently. Learn how a large academic hospital transformed through an interprofessional, innovative approach. Patient quality, safety, experience, and decreasing turnover have been positively impacted after a successful launch of the new model. Learn how to work with existing resources, elevate practice to the highest level, and produce high quality outcomes while attracting and retaining team members!

This session will describe the approach that a nurse manager took in response to signs of burnout and a lack of well-being among their peers. A nurse manager wellness program was established to strengthen team relations, provide sustainable strategies for self-care and reduce turnover risk. This simple and sustainable program received positive feedback from nurse managers in the organization and can be easily translated to any practice setting or applied to groups outside of nurse managers.

Using a panel discussion format, this session will describe the improved nursing and patient outcomes associated with a synergistic ambulatory leadership team, including a Chief Nursing Officer (CNO), Staff Development Specialist/Educator (SDS/Educator), Clinical Nurse Specialist (CNS), and Nurse Scientist (NS). Professional roles, associated nurse and patient outcomes, and critical team interactions will be examined, with plenty of time left for questions.

Compassion fatigue contributes to role dissatisfaction, turnover, low morale and engagement, safety and satisfaction concerns. Within the past 2 years, this institution's nurse leader turnover was over 50%. Nurse leaders performed a daily gratitude exercise, experiencing statistically significant results-80% had an increase in compassion satisfaction and turnover decreased to 3.4%. Gratitude is beneficial in increasing compassion satisfaction and decreasing turnover in this population.

In alignment with American Organization for Nursing Leadership (AONL) strategic initiatives, the AONL Workforce Committee and subcommittees identified best practices and innovations to help strategize and manage the complexities of the nursing workforce. The goal of the AONL Workforce Compendium is to bring these best practices and innovations together to be shared widely, to support and empower nurse leaders in attaining, retaining, and sustaining environments where nurses want to work and feel like they belong.

The Chief Nursing Officer sets the vision for professional practice recognizing they are leading peers, and setting the context of collaboration and respect. Hear from a System Chief Nurse Executive what the role of the CNO is in fostering professional governance as a way to actually exercise that accountability for practice quality, knowledge, and competence of professional nurses.

Clinical nurses are at the core of professional governance and their understanding of professional practice and leadership in professional governance is essential. Hear from two clinical nurses who have served as presidents of their professional governance organization as they reflect on the role of the clinical nurse in leading the profession of nursing, taking ownership and accountability.

Leadership is an essential component of successful professional governance. This podcast with two leadership experts discusses leadership behaviors necessary for nurses to have ownership and accountability for nursing practice. While shared governance focused on more on structure, professional governance is grounded in the leadership needed by individual nurses through the highest levels of executive practice, leading peers through professional governance structures as well as taking accountability in individual nursing practice.

There is a shift happening in the profession of nursing from the historic shared governance to professional governance. This conversation with two experts on professional governance discusses the foundations of professional governance, where it's going, why it's important in the future and how it differs from shared governance. Professional governance reminds nurses of the authentic power they have been given as professionals to determine nursing practice.

Evidence suggests mentorship increases nurse manager competencies, self-efficacy, engagement, and safety outcomes. Yet less than 7% have formal mentorship programs, and many are promoted based on clinical success rather than leadership ability. 60% or more have less than four years' experience and are leaving positions within two years. Consider the cost of learning through trial & error for a nurse manager vs providing the proper framework, tools, and ongoing support to remain effective.

The role of the front-line nurse leader is one of the most difficult and expansive in healthcare. Learn how one health system is realigning leadership roles to support the critical nature of the nurse leader leading to more meaningful work, while simultaneously creating opportunities for entry level non-clinical leadership to support the work of nurses to create an inclusive and collaborative work environment.

Associate nurse graducates can often find themselves locked out of employment. In this panel disussion, learn more about disparities in opportunities for nursing students who are not advantaged by race or socioeconomic status with regard to nursing education and employment; and how Beth Israel, Deaconess Medical Center recognized this and came up with an innovative solution to address the issue.

Healthcare in a rural setting is very challenging. With limited resources, including staff, equipment, and supplies, many organizations are struggling to stay open. There is an option that can help - a strong relationship with a regional partner. This session will provide details on how the regional partner can help ensure success by introducing methods used to collaborate, including educational support, clinical touchpoints, and routine meetings. 

Improving nursing engagement while struggling with staffing shortages, burnout, and unbalanced ratios of novice to experienced nurses can seem overwhelming. Then add the COVID-19 challenges. Determined to be innovative despite hardship, our team created a new model to provide compassionate bedside nursing, virtually. The outcomes were and continue to be impressive. We improved both patient experience and nursing satisfaction. You are invited to learn about our win-win virtual nurse care model.

Rise up from the ashes of the pandemic to create a sustainable future of the nursing workforce. This session will explain strategies to implement an effective care model that will change the culture of nursing departments and organizations to one of inclusiveness, teamwork, and support. Implementing this care model will help leaders deliver on quality outcomes, improve nursing engagement and patient satisfaction, decrease vacancy rates and turnover, and reduce agency spend.

The current nursing shortage is expected to worsen as the baby boomer generation continue to near retirement and many nurses retire while simultaneously our population will require more care due to age, leaving hospitals how to figure out how to do more with less.  Clinical Science is a patient workload solution that uses data from the EMR to ensure staff are deployed in the most effective manner possible to provide the care required and helps leaders make fair, safe, and equitable patient assignments.

Nursing leaders can create valuable partnerships to help achieve their goals for innovation and change in health care. We discuss how to become innovation ready (ideas as seeds, fertile ground, ideas to grow) by supporting our nurses in a more intentional way. In leveraging the full capabilities and resources of key partners where goals are aligned and cultivating a healthy environment where nurses feel safe and heard, innovation can yield a simpler, better, more value add experience for both patient and caregiver.

As a leading provider of medication management solutions and adherence tools, Omnicell delivers optimized outcomes through a set of Advanced Services, powered by a connected intelligent infrastructure. Supporting central pharmacy dispensing, IV compounding, point of care medication management, specialty pharmacy, retail pharmacy, and inventory optimization, these Advanced Services connect technology with experts and intelligence to drive clinical and financial outcomes across the entire continuum of care.

With labor and supply chain costs soaring, the need for workflow efficiencies that support a dynamic staffing model are more important than ever. During this episode, Corrie Halas and Samantha Glennon, two of UKG's Regional Nurse Executives, will discuss how organizations are becoming more innovative in order to provide dynamic real-time staffing with the support of technology. Learn how self-scheduling and shift swapping can be performed on the UKG's mobile app and how these tools support the individual practitioner to be flexible and fully aware of the care demands across their organization.

This podcast explores how nurse leaders can foster a healthy nursing workplace environment where leaders can grow and thrive: Be well, be safe and stay well.

Frontline Nurse managers have become the “shock absorbers' for their staff during the pandemic. To give them better tools and support their work, this podcast looks at a redesign of the frontline nursing model; how individual nurse managers can be empowered and supported; and how a centralization of nurse staffing and scheduling can help.

A discussion of the process to find the right nurse applicants and how to expedite. This conversation looks at the issue from three phases: how to attract and identify the appropriate candidates; submission of applicants,  conducting interviews, offering the positions and getting acceptance; and the pre-board and onboarding processes.

Nurse managers are at a crossroads and need our support. Explore strategies to bring meaning and joy in nursing manager practice through five themes: to mentor and be mentored, to focus on the patient, to create and cultivate environments, to be optimistic, and to be empowered by leaders.

Retaining effective nurse managers is critical to any organization as they impact financial and quality outcomes as well as nurse satisfaction and retention.  The daily stressors for nurse managers are real. Implementing strategies and processes to hold on to your managers is needed now more than ever. This presentation will provide you with strategies you can use in building a comprehensive nurse manager retention program at your organization.

This session will engage participants in a discussion of research findings of several modifiable factors in the work environment affecting the well-being and resilience of nurses during the pandemic. The session will provide leaders with actionable takeaways to better support the well-being of the nursing workforce of the future.

It takes more than one person to perpetuate a legacy. Though collective leadership, every nurse has the potential to be a leader and to leave a legacy. Learn effective tactics to develop an legacy leadership through three core areas — The Strategies, The Personal, and The Environment.

Nurse leaders must continue to develop advanced leadership competencies as they move through their career, while helping diverse nurses within their sphere of influence also develop leadership skills.  The Leadership Trajectory Tool offers a plan to gain ongoing leadership competence as individuals and environments change during their career.  This presentation will help participants to plan strategies to develop a leadership legacy and support other nurses from diverse background to do the same.

People deserve to experience us at their best. Learn best practices on how to develop deeper connections and become an inspirational leader through work-life integration and being fully in the present.

Understanding where to start to address burnout, turnover, and violence in our nurses is often overwhelming for nurse leaders.  This presentation provides a method to understanding where bedside nurses are struggling along five levels of Maslow's Hierarchy and offers 12 clear recommendations for all nurse leaders to address the most common issues observed in an 11 hospital sample of over 3,500 nurses.

The effects of the ongoing COVID-19 pandemic are extracting a significant toll on the mental and physical health of our nurses. Prioritizing their well-being by creating and implementing a director of nurse wellbeing has allowed us to build and deliver critical resources, and education to nurses to help repair and improve their mental and physical health.

Deb Washington discusses strategies on how to recruit and retain a diverse nursing workforce of BIPOC professionals (Black, Indigenous and People of Color).

Hear from Rachel Culpepper on how to become an advocate to make an impact on nursing issues affecting your patients, community and nursing teams.