Inspire Nurse Leaders’ Post

If you are doing ANY of items 1, 2, or 3 below to change your outcomes, you may want to consider items 4, 5, and 6 also. ⬇️⬇️⬇️ Are you: 1. Holding monthly quality meetings with #nurseleaders "reporting out"? 2. Facilitating nursing "lunch and learns" or nurse leader retreats? 3. Requiring your leaders to round daily on some percentage of patients? Each of these are valuable, but the truth is, ALONE none of these initiatives will cut it. So how do you REALLY create frontline leader ownership and change outcomes? 4. Create a strategic and structured rounding approach that includes ALL disciplines and is FOLLOWED by a report-out to major stakeholders. 5. Hold retreats off campus that invite structured self-reflection and specific goals for development that are focused on unit-level improvement. 6. Teach leaders foundational skills to round efficiently AND skills to hold the follow-up conversations that engage staff versus alienate them. Your frontline nurse leaders have what it takes to succeed - they just need you to help them pull it all together. If you are curious about this and how a structured and strategic approach can help you achieve your goals (and keep nurses AND leaders), DM me for more information about our Skilled Nurse Leader© and O.W.N. Your Rounds© Programs. Our team is ready to help you.

Cincinnati-based UC Health's nurse-led site leadership model, one year in, demonstrates the power of nurse leadership in healthcare operations. By empowering nurses to take the helm, the health system has seen improvements in patient care coordination, staff satisfaction, and overall efficiency. This initiative highlights the value of having experienced, on-the-ground leaders making strategic decisions. **Call to Action:** Hospitals should continue to elevate nurse leaders to leadership roles, harnessing their expertise to drive better outcomes for patients and teams alike. https://lnkd.in/gueC5ZnT)

Profession and organizational accountability, quality, safety, clinical practice, recruitment, retention, workforce development, patient and staff experience, change agency, strategic planning, efficiency, interprofessional collaboration, innovation… you recognize these as just a few of the American Organization for Nursing Leadership #AONL nurse executive competencies. Nurse executives come from many different specialty backgrounds. No matter the job title, nurse leaders across the board are performing some nursing professional development (NPD) aspects in their role regularly. With the full scope and depth of NPD competencies on board, NPD leaders are key partners to the nurse executive and are uniquely suited for nurse executive roles. A key skill, however, is demonstrating value and impact of one’s work and speaking the language of executive leaders such as CNO’s and CFO’s. Thank you Association for Nursing Professional Development (ANPD) #ANPD, Stephanie Zidek, PhD, RN, AGCNS-BC, NEA-BC, NPD-BC, ANPD board member, and Naomi Fox DNP, RN, NPD-BC, CCRN, ANPD director of education for featuring me in this very important podcast. There are nuggets in here for everyone - existing and aspiring leaders, nursing/healthcare and non nursing/healthcare alike. Tune in through your source of choice - #Apple, #Audible, #Spotify, #iHeart… and take a listen to this podcast on Executive Leadership and the inextricable link to Nursing Professional Development (NPD). #nursing #health #leadership #education #professionaldevelopment #personaldevelopment

Curious about how nurse leaders shape healthcare? Nurse leadership is all about inspiring, influencing, and motivating healthcare professionals to achieve their highest potential. Leaders in nursing aren't confined to traditional roles of authority -- they can emerge from any level within an organization. This flexibility is crucial, especially given the rapid changes and complexities in today's healthcare environment. See more here: #nurseleadership #healthcareleaders https://lnkd.in/gE7XWb9F

What are the 3 actions nurse leaders can undertake to positively influence organizational alignment and proactive engagement of properly maintained policies and procedures? Find out here: https://gag.gl/VZQfpB #NurseLeaders #PatientSafety

What are the 3 actions nurse leaders can undertake to positively influence organizational alignment and proactive engagement of properly maintained policies and procedures? Find out here: https://gag.gl/VZQfpB #NurseLeaders #PatientSafety

Check the below ⬇️ post

What are the 3 actions nurse leaders can undertake to positively influence organizational alignment and proactive engagement of properly maintained policies and procedures? Find out here: https://gag.gl/VZQfpB #NurseLeaders #PatientSafety

An new article from Laudio Insights - On average, nurse managers earn 15% more than frontline RNs. This is low relative to both other leadership roles (inside and outside of healthcare) and it is low relative to the outsized impact nurse managers have on outcomes as leaders of large mission-critical teams. This article discusses a business case for updated compensation approaches for nurse managers in order to make them partners in the value that they create. For example, manager bonuses can be created focused on YoY RN turnover of the overall service line. https://lnkd.in/eJCCGDiE

Check out the latest article from Laudio Insights: "Nurse Managers: Partners in Value Creation" Did you know that, on average, nurse managers earn only 15% more than frontline RNs? This is surprisingly low compared to other leadership roles both in and outside of healthcare, considering the significant impact nurse managers have on outcomes as leaders of large, mission-critical teams. In this article, we delve into the business case for updated compensation approaches for nurse managers. By making them true partners in the value they create, organizations can achieve better outcomes. For instance, introducing manager bonuses focused on year-over-year RN turnover of the overall service line could be a game-changer.