Today in Nursing Leadership

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 graduates can often find themselves locked out of employment. In this panel discussion, 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. 

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. This podcast is sponsored by B Braun.

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. This podcast is sponsored by Omnicell.

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.