1 00:00:00,240 --> 00:00:02,580 Imagine this. You're in the heart of Chicago 2 00:00:02,639 --> 00:00:05,059 mingling with the brightest minds in health IT. 3 00:00:05,279 --> 00:00:07,839 You've arrived at the 9th annual Health IT 4 00:00:07,839 --> 00:00:11,439 plus Digital Health Plus RCM conference taking place 5 00:00:11,439 --> 00:00:14,424 October 1st through 4th at the luxurious Hyatt 6 00:00:14,424 --> 00:00:15,484 Regency Chicago. 7 00:00:15,945 --> 00:00:18,664 Picture the excitement as you collect countless business 8 00:00:18,664 --> 00:00:22,425 cards, forging invaluable connections with over 25 100 9 00:00:22,425 --> 00:00:23,884 executive level attendees. 10 00:00:24,425 --> 00:00:26,585 Feel the buzz of ideas flowing as you 11 00:00:26,585 --> 00:00:29,460 engage in meaningful conversations about the future of 12 00:00:29,460 --> 00:00:30,440 healthcare technology. 13 00:00:30,980 --> 00:00:34,200 Envision yourself attending sessions led by over 415 14 00:00:35,140 --> 00:00:36,039 elite speakers, 15 00:00:36,420 --> 00:00:39,000 gaining insights that could transform your organization. 16 00:00:39,539 --> 00:00:43,015 From digital transformation and telehealth to clinician burnout 17 00:00:43,015 --> 00:00:43,755 and cybersecurity, 18 00:00:44,615 --> 00:00:47,174 each topic is designed to spark new ideas 19 00:00:47,174 --> 00:00:49,895 and provide actionable takeaways, but it doesn't stop 20 00:00:49,895 --> 00:00:53,015 there. Imagine sitting in a packed auditorium listening 21 00:00:53,015 --> 00:00:55,210 to motivating keynotes from some of the biggest 22 00:00:55,210 --> 00:00:58,189 names in sports. Four time Super Bowl champion, 23 00:00:58,250 --> 00:00:58,990 Rob Gronkowski, 24 00:00:59,689 --> 00:01:00,189 WNBA 25 00:01:00,570 --> 00:01:02,509 champion, and author, Lisa Leslie, 26 00:01:02,890 --> 00:01:04,829 and NFL legend and ESPN 27 00:01:05,209 --> 00:01:05,709 analyst, 28 00:01:06,010 --> 00:01:08,564 Eli Manning, will be there sharing their stories 29 00:01:08,564 --> 00:01:11,525 and inspiring you to reach new heights. All 30 00:01:11,525 --> 00:01:14,244 around you, the future of health IT unfolds, 31 00:01:14,244 --> 00:01:15,784 and you're not just a spectator. 32 00:01:16,165 --> 00:01:17,784 You're an active participant. 33 00:01:18,244 --> 00:01:20,484 Don't wait. You can find the event website 34 00:01:20,484 --> 00:01:22,905 and get registered by visiting peckershospital 35 00:01:23,420 --> 00:01:25,915 hospitalreview.com and clicking on the events page. That's 36 00:01:25,915 --> 00:01:27,280 the beckershospitalreview.com events page. 37 00:01:27,659 --> 00:01:28,959 This is Laura Dierdo 38 00:01:29,819 --> 00:01:31,200 with the Becker's 39 00:01:31,979 --> 00:01:34,060 Healthcare podcast. I'm thrilled today to be joined 40 00:01:34,060 --> 00:01:35,920 by doctor k David Bailey, 41 00:01:38,435 --> 00:01:41,234 chief nursing officer at UCLA Health Santa Monica 42 00:01:41,234 --> 00:01:44,135 Medical Center and adjunct assistant professor at UCLA 43 00:01:44,194 --> 00:01:45,094 School of Nursing. 44 00:01:45,395 --> 00:01:46,755 Doctor Bailey, it's a pleasure to have you 45 00:01:46,755 --> 00:01:47,895 on the podcast today. 46 00:01:48,275 --> 00:01:50,115 Thank you so much for the opportunity. I 47 00:01:50,115 --> 00:01:51,975 look forward to spending some time with you. 48 00:01:52,619 --> 00:01:54,060 Now I think this will be a great 49 00:01:54,060 --> 00:01:56,459 conversation. I know nursing is such a big 50 00:01:56,459 --> 00:01:58,619 topic right now, and so many health systems 51 00:01:58,619 --> 00:02:01,739 and organizations are trying to find innovative ways 52 00:02:01,739 --> 00:02:02,479 to really, 53 00:02:03,019 --> 00:02:05,659 lift up their nursing organization. So I'm excited 54 00:02:05,659 --> 00:02:07,519 to learn more about what you're doing at 55 00:02:07,575 --> 00:02:09,574 Santa Monica Medical Center. But before we dive 56 00:02:09,574 --> 00:02:10,935 into my questions, can you tell us a 57 00:02:10,935 --> 00:02:12,794 little bit more about yourself and your background? 58 00:02:13,574 --> 00:02:15,594 Sure. Happy to, Laura. Thank you. 59 00:02:16,055 --> 00:02:17,655 So I have been a nurse for for 60 00:02:17,655 --> 00:02:19,435 multiple decades, and I have 61 00:02:19,939 --> 00:02:21,780 been at the Santa Monica campus for a 62 00:02:21,780 --> 00:02:23,560 little over a decade at this point 63 00:02:23,860 --> 00:02:25,379 and have been in the chief nursing role 64 00:02:25,379 --> 00:02:27,319 for over 8 years at this point. 65 00:02:28,979 --> 00:02:31,699 But in addition to my role as the 66 00:02:31,699 --> 00:02:33,634 chief nurse, I have also, 67 00:02:34,495 --> 00:02:37,454 professionally involved in the sense of having led 68 00:02:37,454 --> 00:02:38,674 a professional organization. 69 00:02:38,974 --> 00:02:40,834 And it really to me was a compliment 70 00:02:41,055 --> 00:02:42,034 of what I do. 71 00:02:42,334 --> 00:02:44,334 I was the, I'm the immediate past president 72 00:02:44,334 --> 00:02:46,754 of the Association For Leadership Science in Nursing. 73 00:02:46,960 --> 00:02:48,580 And that really is that bridge 74 00:02:48,960 --> 00:02:50,180 between academia 75 00:02:50,719 --> 00:02:51,460 and practice. 76 00:02:51,760 --> 00:02:53,680 And with me sitting on both sides of 77 00:02:53,680 --> 00:02:55,760 that, I really felt that I needed to 78 00:02:55,760 --> 00:02:57,379 be more involved professionally. 79 00:02:57,919 --> 00:02:59,780 And that is why I chose 80 00:03:00,264 --> 00:03:02,284 that I am and chose to be 81 00:03:03,465 --> 00:03:05,485 a board member in that organization 82 00:03:05,864 --> 00:03:06,844 as I continued 83 00:03:07,384 --> 00:03:10,044 to push that boundary between the 2. 84 00:03:10,424 --> 00:03:11,384 Years passed, 85 00:03:12,104 --> 00:03:14,745 for most academic and practice partners, those were 86 00:03:14,745 --> 00:03:16,020 very different paths. 87 00:03:16,580 --> 00:03:18,040 But we cannot do this alone. 88 00:03:18,500 --> 00:03:21,000 We have to have our academic practice partners 89 00:03:21,219 --> 00:03:22,419 to make this work, 90 00:03:22,819 --> 00:03:25,159 because you need this for centers of innovation, 91 00:03:25,620 --> 00:03:27,480 for research, for expansion, 92 00:03:28,020 --> 00:03:30,824 for really trying new models of care. And 93 00:03:30,824 --> 00:03:33,805 so that is really what I do between 94 00:03:34,104 --> 00:03:36,745 trying to bridge that academic private partnership. So 95 00:03:36,745 --> 00:03:39,004 I appreciate that opportunity to share that background. 96 00:03:40,104 --> 00:03:40,604 Absolutely. 97 00:03:40,905 --> 00:03:42,425 You know, and your point is so well 98 00:03:42,425 --> 00:03:45,560 taken that having those partnerships today between the 99 00:03:45,560 --> 00:03:47,020 academic side and the, 100 00:03:47,319 --> 00:03:49,400 you know, provider side on the front lines, 101 00:03:49,400 --> 00:03:50,919 it can really make a big difference in 102 00:03:50,919 --> 00:03:53,000 how you're growing and developing for the future. 103 00:03:53,000 --> 00:03:53,400 So, 104 00:03:53,800 --> 00:03:56,199 that that's really fascinating and cool to see 105 00:03:56,199 --> 00:03:58,324 that you're able to bridge that gap. Now 106 00:03:58,324 --> 00:03:59,925 from your perspective, what are some of the 107 00:03:59,925 --> 00:04:01,844 biggest issues that you're following in health care 108 00:04:01,844 --> 00:04:02,504 right now? 109 00:04:03,764 --> 00:04:05,925 So, really, I mean, I can share some 110 00:04:05,925 --> 00:04:08,405 from my own organization, but I'm pretty well 111 00:04:08,405 --> 00:04:10,645 connected across the country and with colleagues, you 112 00:04:10,645 --> 00:04:12,780 know, chief nurses and other 113 00:04:13,080 --> 00:04:14,379 leaders across the country, 114 00:04:14,919 --> 00:04:16,540 we continue to face 115 00:04:16,920 --> 00:04:19,879 workforce challenges. While I sit in a pretty 116 00:04:19,879 --> 00:04:21,339 good spot at this point, 117 00:04:21,720 --> 00:04:23,480 it hasn't always been that way. You know, 118 00:04:23,480 --> 00:04:25,560 when you look back in 2 years ago 119 00:04:25,560 --> 00:04:26,220 in 22, 120 00:04:27,464 --> 00:04:28,125 I really 121 00:04:28,745 --> 00:04:29,245 was, 122 00:04:29,944 --> 00:04:32,044 had a shortage that I had never experienced 123 00:04:32,104 --> 00:04:33,004 in this organization. 124 00:04:33,464 --> 00:04:35,724 But it was really a time when people, 125 00:04:36,185 --> 00:04:38,425 okay, the acute phase of the pandemic is 126 00:04:38,425 --> 00:04:38,925 over. 127 00:04:39,319 --> 00:04:41,720 I'm going to go do something else. And, 128 00:04:41,720 --> 00:04:43,720 you know, we have recovered from that. But 129 00:04:43,720 --> 00:04:46,199 many of my contemporaries across the country have 130 00:04:46,199 --> 00:04:48,379 not. And they are still facing, 131 00:04:49,560 --> 00:04:50,300 big shortages 132 00:04:50,600 --> 00:04:51,740 with high volumes. 133 00:04:52,194 --> 00:04:53,014 They are 134 00:04:53,394 --> 00:04:56,995 relying heavily on temporary staff and we do 135 00:04:56,995 --> 00:04:59,334 need our partners that run the temporary staffing 136 00:04:59,555 --> 00:05:00,055 organizations. 137 00:05:00,834 --> 00:05:03,254 But when you are looking at significant 138 00:05:04,355 --> 00:05:04,855 backdrops 139 00:05:05,714 --> 00:05:07,014 of temporary staff, 140 00:05:07,459 --> 00:05:09,779 you have to look at where's the balance 141 00:05:09,779 --> 00:05:12,259 of stabilization and what's an appropriate amount to 142 00:05:12,259 --> 00:05:14,180 have. And many of my colleagues across the 143 00:05:14,180 --> 00:05:16,980 country are continuing to struggle with that. So 144 00:05:16,980 --> 00:05:19,379 I think as we continue to march down 145 00:05:19,379 --> 00:05:20,199 this path, 146 00:05:20,665 --> 00:05:23,305 we in nursing, but also our partners and 147 00:05:23,305 --> 00:05:24,045 our intercollaborative 148 00:05:24,425 --> 00:05:26,045 partners and our interdisciplinary 149 00:05:26,425 --> 00:05:26,925 partners, 150 00:05:27,944 --> 00:05:30,665 they too are facing these shortages. I'm talking 151 00:05:30,665 --> 00:05:31,805 my medical colleagues, 152 00:05:32,819 --> 00:05:34,120 all types of therapies, 153 00:05:34,500 --> 00:05:37,220 our unlicensed staff. And so, you know, when 154 00:05:37,220 --> 00:05:38,759 you can put burgers 155 00:05:39,699 --> 00:05:40,839 in a in a place 156 00:05:41,379 --> 00:05:42,759 and a nursing assistant 157 00:05:43,300 --> 00:05:45,000 makes the same amount of money 158 00:05:45,824 --> 00:05:48,464 for less challenges and less threats, lots of 159 00:05:48,464 --> 00:05:48,964 risk, 160 00:05:50,144 --> 00:05:52,704 where's the choice there? And so I think 161 00:05:52,704 --> 00:05:53,204 we 162 00:05:53,504 --> 00:05:56,084 as healthcare leaders, healthcare organizations, 163 00:05:57,024 --> 00:05:58,805 have to continue to 164 00:05:59,300 --> 00:06:00,199 push the boundaries 165 00:06:00,819 --> 00:06:03,220 of what can our teams do, how can 166 00:06:03,220 --> 00:06:04,360 we do it differently, 167 00:06:04,740 --> 00:06:06,360 how do we build our pipelines, 168 00:06:07,379 --> 00:06:07,879 through 169 00:06:08,899 --> 00:06:09,399 enhancing 170 00:06:09,779 --> 00:06:13,139 the academic practice, partnerships with multiple organizations, not 171 00:06:13,139 --> 00:06:15,495 just one. How do you because you have 172 00:06:15,495 --> 00:06:17,574 to have the different therapies or the the 173 00:06:17,574 --> 00:06:19,814 different disciplines in place. And how do you 174 00:06:19,814 --> 00:06:22,775 continue to build those and create new models 175 00:06:22,775 --> 00:06:23,435 of care? 176 00:06:23,735 --> 00:06:26,215 That is what we are doing, but also 177 00:06:26,215 --> 00:06:28,529 many places in the country are looking at 178 00:06:28,610 --> 00:06:30,529 how do we do things differently because we 179 00:06:30,529 --> 00:06:33,009 can't continue to do it the way we 180 00:06:33,009 --> 00:06:33,910 used to do it. 181 00:06:34,290 --> 00:06:36,529 Some of the other things that we are 182 00:06:36,529 --> 00:06:37,029 facing, 183 00:06:37,730 --> 00:06:38,709 across the country 184 00:06:39,009 --> 00:06:41,329 are people only working a few years in 185 00:06:41,329 --> 00:06:45,074 one place versus in my generation from years 186 00:06:45,074 --> 00:06:45,574 ago, 187 00:06:45,955 --> 00:06:49,495 we would stay many years, sometimes 8, 10, 188 00:06:49,634 --> 00:06:50,615 20 plus, 189 00:06:51,314 --> 00:06:52,134 in an organization. 190 00:06:52,595 --> 00:06:54,455 And that is not what our current, 191 00:06:54,995 --> 00:06:57,814 the newer generation is doing. That is no 192 00:06:58,319 --> 00:07:01,220 slam against them at all. It's really just 193 00:07:01,279 --> 00:07:01,939 a new 194 00:07:02,319 --> 00:07:03,919 situation. And I don't even want to call 195 00:07:03,919 --> 00:07:05,540 it a challenge. It's a new opportunity 196 00:07:06,240 --> 00:07:07,540 for us to embrace. 197 00:07:08,160 --> 00:07:09,759 But we have to look back at what's 198 00:07:09,759 --> 00:07:12,214 the real reason why people are doing that 199 00:07:12,214 --> 00:07:14,214 and living the shorter tenure or working the 200 00:07:14,214 --> 00:07:15,115 shorter tenures. 201 00:07:15,654 --> 00:07:17,495 Is it because we're not giving them the 202 00:07:17,495 --> 00:07:17,995 flexibility? 203 00:07:18,615 --> 00:07:20,714 Is it we are not challenging them enough? 204 00:07:20,855 --> 00:07:23,335 Are we not mentoring them enough? Do they 205 00:07:23,335 --> 00:07:24,154 not have 206 00:07:25,180 --> 00:07:28,060 developmental opportunities to grow within the organization? And 207 00:07:28,060 --> 00:07:30,800 they're looking those ex looking for those externally. 208 00:07:31,100 --> 00:07:33,100 I think we have to continue to ask 209 00:07:33,100 --> 00:07:34,240 those important questions. 210 00:07:35,019 --> 00:07:37,120 What what is the reason for this? 211 00:07:37,685 --> 00:07:40,004 I think, you know, some people have looked 212 00:07:40,004 --> 00:07:41,604 back and think, well, this is the way 213 00:07:41,604 --> 00:07:44,425 we've always done it. Well, that really, unfortunately, 214 00:07:44,644 --> 00:07:46,164 is a term that we are going to 215 00:07:46,164 --> 00:07:48,104 have to get rid of in health care 216 00:07:48,164 --> 00:07:50,569 because it's not the same anymore. I 217 00:07:50,870 --> 00:07:52,789 mean, when you look at, some of my 218 00:07:52,789 --> 00:07:54,250 contemporaries across the country, 219 00:07:54,709 --> 00:07:57,589 they have an entirely new workforce every 3 220 00:07:57,589 --> 00:07:58,490 to 4 years. 221 00:07:58,949 --> 00:08:00,089 I mean, that is scary 222 00:08:00,550 --> 00:08:02,949 on some levels. And how do you come 223 00:08:02,949 --> 00:08:04,009 in and stabilize 224 00:08:04,754 --> 00:08:06,455 that the cost of turnover 225 00:08:07,795 --> 00:08:08,774 and to ensure 226 00:08:09,235 --> 00:08:10,375 that you're meeting 227 00:08:10,754 --> 00:08:11,735 patient outcomes, 228 00:08:12,115 --> 00:08:13,014 patient satisfaction, 229 00:08:13,955 --> 00:08:14,455 organizational 230 00:08:14,995 --> 00:08:15,495 outcomes 231 00:08:15,955 --> 00:08:17,334 and really thriving 232 00:08:18,300 --> 00:08:21,500 slash surviving in these turbulent times. So I 233 00:08:21,500 --> 00:08:23,120 think those are some of the other things. 234 00:08:23,579 --> 00:08:26,060 Another big one for all of us across 235 00:08:26,060 --> 00:08:26,639 the country 236 00:08:27,019 --> 00:08:28,240 is workplace violence. 237 00:08:29,180 --> 00:08:29,680 That 238 00:08:30,634 --> 00:08:31,774 is a situation 239 00:08:32,075 --> 00:08:34,495 that if I even think back pre pandemic, 240 00:08:34,955 --> 00:08:36,495 those were rare events. 241 00:08:37,355 --> 00:08:40,174 Today, those are daily events in every healthcare 242 00:08:40,235 --> 00:08:42,875 organization across the country. And sometimes it's multiple 243 00:08:42,875 --> 00:08:44,014 events in a day. 244 00:08:44,459 --> 00:08:47,120 Sometimes it's as simple as an argument. 245 00:08:47,659 --> 00:08:49,899 And I'm talking this can be staff to 246 00:08:49,899 --> 00:08:53,019 staff, this can be patient or slash family 247 00:08:53,019 --> 00:08:53,679 to staff, 248 00:08:54,139 --> 00:08:54,639 interdisciplinary 249 00:08:55,100 --> 00:08:57,419 conflict. So it can really come from many, 250 00:08:57,419 --> 00:08:58,240 many angles. 251 00:08:58,595 --> 00:08:59,715 So I think we, 252 00:09:00,434 --> 00:09:02,934 as healthcare leaders and not only in nursing, 253 00:09:03,394 --> 00:09:05,195 we are the largest workforce. So we have 254 00:09:05,195 --> 00:09:05,815 the largest 255 00:09:06,514 --> 00:09:08,995 share of this. But we have to really 256 00:09:08,995 --> 00:09:09,735 look at 257 00:09:10,115 --> 00:09:12,915 how do we continue to move forward through 258 00:09:12,915 --> 00:09:13,654 the path 259 00:09:14,970 --> 00:09:15,710 of decreasing 260 00:09:16,169 --> 00:09:17,149 workplace violence 261 00:09:17,929 --> 00:09:18,669 and building 262 00:09:19,129 --> 00:09:19,629 teams 263 00:09:20,169 --> 00:09:22,490 that can be resilient during that while we're 264 00:09:22,490 --> 00:09:24,269 trying to eliminate one thing, 265 00:09:25,210 --> 00:09:27,929 how do we build teams to survive in 266 00:09:27,929 --> 00:09:28,429 that 267 00:09:28,875 --> 00:09:29,934 unstable workforce? 268 00:09:30,394 --> 00:09:32,875 Unfortunately, our society is more unstable now than 269 00:09:32,875 --> 00:09:34,014 I've ever experienced. 270 00:09:34,475 --> 00:09:36,794 And people feel it's okay to take it 271 00:09:36,794 --> 00:09:38,654 out on the people that are providing care. 272 00:09:38,794 --> 00:09:41,215 Well, that's not okay. And I think organizations 273 00:09:41,355 --> 00:09:42,495 will have to continue 274 00:09:43,035 --> 00:09:44,014 to enforce 275 00:09:46,370 --> 00:09:47,269 situations, parameters, 276 00:09:47,649 --> 00:09:48,149 guidelines 277 00:09:48,450 --> 00:09:50,690 on on how we're gonna handle that and 278 00:09:50,690 --> 00:09:51,669 really resituating 279 00:09:52,129 --> 00:09:54,870 this of what's appropriate and what's not appropriate. 280 00:09:56,129 --> 00:09:58,289 I I have colleagues across the country that 281 00:09:58,289 --> 00:10:00,674 have just faced some horrific events, 282 00:10:01,134 --> 00:10:03,855 with this. I've had certainly my own challenges 283 00:10:03,855 --> 00:10:06,495 locally. But I do think that this is 284 00:10:06,495 --> 00:10:08,334 a place where there will need to be 285 00:10:08,334 --> 00:10:09,475 constant attention. 286 00:10:09,855 --> 00:10:12,174 Because when you shift that and move it 287 00:10:12,174 --> 00:10:14,115 and and you're striving to move it 288 00:10:14,690 --> 00:10:16,929 to an environment where people want to be 289 00:10:16,929 --> 00:10:18,950 and where people want to work and thrive, 290 00:10:19,409 --> 00:10:21,990 and we really turn that a healthy 291 00:10:23,169 --> 00:10:23,909 work environment, 292 00:10:24,850 --> 00:10:27,269 well, that that that is those are 2 293 00:10:27,409 --> 00:10:29,509 very, very different ends of that equation. 294 00:10:29,894 --> 00:10:31,894 And so we have to continue to move 295 00:10:31,894 --> 00:10:32,554 our efforts. 296 00:10:32,855 --> 00:10:35,514 Now internally for us, we have created 297 00:10:36,774 --> 00:10:38,475 a pretty significant program, 298 00:10:39,175 --> 00:10:41,014 that's about a year old. It's not to 299 00:10:41,014 --> 00:10:43,415 say that, we haven't done other things along 300 00:10:43,415 --> 00:10:45,514 the way, but we really launched a large 301 00:10:46,000 --> 00:10:48,720 model, and it's called a Safer U program. 302 00:10:48,720 --> 00:10:50,559 And it really looks at how do you 303 00:10:50,559 --> 00:10:51,620 prepare staff 304 00:10:52,000 --> 00:10:53,620 to be prepared for situations. 305 00:10:54,559 --> 00:10:56,720 And we have sent most of our staff 306 00:10:56,720 --> 00:10:59,139 at this point through crisis prevention intervention 307 00:10:59,519 --> 00:11:01,784 training. And that is really a model of 308 00:11:01,784 --> 00:11:02,524 de escalation. 309 00:11:02,985 --> 00:11:05,065 How do you do that? So, but we 310 00:11:05,065 --> 00:11:07,065 are looking at ways, how do we take 311 00:11:07,065 --> 00:11:08,845 and even enhance that program 312 00:11:09,304 --> 00:11:12,445 for people to really be able to navigate 313 00:11:12,664 --> 00:11:13,644 through the situation, 314 00:11:14,264 --> 00:11:15,565 whether it's a verbal 315 00:11:16,420 --> 00:11:17,639 or other altercation. 316 00:11:18,179 --> 00:11:20,420 And how do we do that? So we 317 00:11:20,420 --> 00:11:22,200 really have learned about, 318 00:11:24,420 --> 00:11:27,399 setting parameters better. How do we have these 319 00:11:27,460 --> 00:11:30,040 difficult conversations with patients and our families 320 00:11:30,420 --> 00:11:31,559 and setting limits? 321 00:11:32,564 --> 00:11:33,865 And when I think back 322 00:11:34,324 --> 00:11:34,824 into 323 00:11:35,125 --> 00:11:37,284 my own clinical career and even my earlier 324 00:11:37,284 --> 00:11:40,324 leadership career, these are not conversations we had 325 00:11:40,324 --> 00:11:43,064 to have with patients and our families. 326 00:11:43,845 --> 00:11:46,320 So I think this will continue to be 327 00:11:46,399 --> 00:11:48,480 a struggle for quite a while. And, you 328 00:11:48,480 --> 00:11:50,259 know, certainly, the the pandemic 329 00:11:52,240 --> 00:11:52,740 illuminated 330 00:11:53,440 --> 00:11:55,919 the mental health crisis in our country. And 331 00:11:55,919 --> 00:11:58,559 I do think as we continue to struggle 332 00:11:58,559 --> 00:12:00,580 with that, it also escalated 333 00:12:01,764 --> 00:12:02,904 the unhealth population. 334 00:12:03,365 --> 00:12:05,785 And I think as we continue as organizations 335 00:12:06,884 --> 00:12:07,785 to try to 336 00:12:09,125 --> 00:12:10,665 remedy some of those, 337 00:12:11,205 --> 00:12:13,445 we will continue to face many of these 338 00:12:13,445 --> 00:12:15,659 challenges. So I think, and to me, some 339 00:12:15,659 --> 00:12:17,839 of this is not only health care. 340 00:12:18,299 --> 00:12:19,120 Our communities 341 00:12:20,940 --> 00:12:23,600 are are we're gonna need further state local, 342 00:12:23,659 --> 00:12:24,639 state, and federal 343 00:12:25,100 --> 00:12:27,100 support to do some of this to really 344 00:12:27,100 --> 00:12:27,600 help 345 00:12:28,225 --> 00:12:30,325 people move from an unhealth situation 346 00:12:31,105 --> 00:12:33,184 instead of using the emergency room as their 347 00:12:33,184 --> 00:12:36,004 primary care setting into other models. 348 00:12:36,625 --> 00:12:38,065 And we are working on some of that 349 00:12:38,065 --> 00:12:40,164 now. We've created a band program here 350 00:12:40,465 --> 00:12:42,725 to really look at, and that band program 351 00:12:43,024 --> 00:12:44,639 is staffed with clinicians. 352 00:12:45,100 --> 00:12:47,519 And they are going out into those unhoused 353 00:12:48,059 --> 00:12:48,559 areas 354 00:12:49,179 --> 00:12:51,019 to look at and see how they can 355 00:12:51,019 --> 00:12:51,519 support, 356 00:12:52,620 --> 00:12:53,120 patients 357 00:12:53,740 --> 00:12:54,559 or individuals 358 00:12:55,019 --> 00:12:55,840 who need 359 00:12:56,379 --> 00:12:58,725 primary care. So I think, you know, other 360 00:12:58,725 --> 00:13:00,504 places are trying similar models. 361 00:13:00,805 --> 00:13:02,504 I think we have to embrace innovation. 362 00:13:03,125 --> 00:13:04,805 Because like I shared a few minutes ago, 363 00:13:04,805 --> 00:13:07,365 what we've always done, we can't continue to 364 00:13:07,365 --> 00:13:09,605 do that because it's not working anymore. So 365 00:13:09,605 --> 00:13:11,445 we have to embrace innovation. And I think, 366 00:13:11,445 --> 00:13:12,805 you know, a lot of people are scared 367 00:13:12,805 --> 00:13:13,470 of that work. 368 00:13:14,269 --> 00:13:16,509 But we have to embrace this. We have 369 00:13:16,509 --> 00:13:19,409 to look at how do we allow technology 370 00:13:19,549 --> 00:13:21,949 to come into innovation? How do we allow 371 00:13:21,949 --> 00:13:23,569 technology to support us? 372 00:13:23,870 --> 00:13:24,850 How do we allow 373 00:13:27,125 --> 00:13:28,024 artificial intelligence 374 00:13:28,404 --> 00:13:30,424 to come in to our our 375 00:13:30,965 --> 00:13:31,465 model? 376 00:13:32,404 --> 00:13:34,325 Clearly, there's a lot of dialogue out there 377 00:13:34,325 --> 00:13:34,985 right now. 378 00:13:35,524 --> 00:13:37,605 What's safe and what's not safe? How do 379 00:13:37,605 --> 00:13:40,639 we incorporate that? So, you know, our EMR, 380 00:13:41,179 --> 00:13:44,059 company is All Star Electra Medical Record. They 381 00:13:44,059 --> 00:13:46,059 are, you know, looking at how do they 382 00:13:46,059 --> 00:13:48,700 improve this. We're looking at that. But so 383 00:13:48,700 --> 00:13:51,995 are all of my contemporaries across the country. 384 00:13:52,054 --> 00:13:53,815 How do we do this and how do 385 00:13:53,815 --> 00:13:56,215 we do it better? How do we improve 386 00:13:56,215 --> 00:13:57,975 care? How do we use that as an 387 00:13:57,975 --> 00:14:00,615 earlier warning system? And how do we do 388 00:14:00,615 --> 00:14:01,754 this to really 389 00:14:02,294 --> 00:14:03,514 streamline care 390 00:14:04,389 --> 00:14:06,709 from the acute care side, but also the 391 00:14:06,709 --> 00:14:08,789 primary care side in the the post acute 392 00:14:08,789 --> 00:14:11,049 world. So I think we have to continue 393 00:14:11,110 --> 00:14:12,870 to to do all of that with our 394 00:14:12,870 --> 00:14:14,250 inter collaborative partners. 395 00:14:15,589 --> 00:14:16,949 That makes a lot of sense. And, you 396 00:14:16,949 --> 00:14:19,610 know, that's really fascinating to hear, 397 00:14:20,654 --> 00:14:22,815 everything that you're faced with and dealing with 398 00:14:22,815 --> 00:14:25,955 from, you know, some of the clinician shortages 399 00:14:26,254 --> 00:14:28,674 and trying to, bring on additional 400 00:14:28,975 --> 00:14:30,754 providers and and then, 2, 401 00:14:31,455 --> 00:14:31,955 collaborating 402 00:14:32,414 --> 00:14:35,315 across the board and developing new partnerships 403 00:14:35,889 --> 00:14:38,209 to troubleshoot some of these challenges. I think, 404 00:14:38,209 --> 00:14:40,209 you know, it's just so fascinating to hear 405 00:14:40,209 --> 00:14:41,990 about, some of the different generational, 406 00:14:43,169 --> 00:14:45,009 preferences as well as how they're looking into 407 00:14:45,009 --> 00:14:47,409 the workforce, what really, you know, different people 408 00:14:47,409 --> 00:14:49,330 are needing in different points of their careers. 409 00:14:49,330 --> 00:14:51,125 And so I appreciate you talking through that 410 00:14:51,125 --> 00:14:53,044 as well as the workplace violence issues and 411 00:14:53,044 --> 00:14:55,365 solutions that you've seen work really well. I 412 00:14:55,365 --> 00:14:58,164 think it's just really an important time in 413 00:14:58,164 --> 00:15:00,164 health care to troubleshoot all of those issues. 414 00:15:00,164 --> 00:15:00,664 So, 415 00:15:01,444 --> 00:15:03,120 it's great to hear that there are some 416 00:15:03,440 --> 00:15:05,519 really, really cool things that are being done, 417 00:15:06,320 --> 00:15:10,080 to to attack those, challenges. Now from your 418 00:15:10,080 --> 00:15:12,240 perspective and looking ahead, what are you most 419 00:15:12,240 --> 00:15:14,019 excited about, and what makes you nervous? 420 00:15:15,695 --> 00:15:16,674 Excellent question. 421 00:15:17,215 --> 00:15:19,794 And, really, the few items I'm gonna share 422 00:15:20,495 --> 00:15:22,995 could really be situated in either bucket. 423 00:15:23,535 --> 00:15:25,394 They may they excite me, 424 00:15:25,855 --> 00:15:27,475 but because of the unknown, 425 00:15:28,259 --> 00:15:28,759 untried, 426 00:15:29,540 --> 00:15:30,040 or 427 00:15:30,500 --> 00:15:33,460 just the newness of it, then there's also 428 00:15:33,460 --> 00:15:35,720 that flan of nervousness of all this work. 429 00:15:35,779 --> 00:15:37,700 So some of the things that that I 430 00:15:37,700 --> 00:15:39,960 am excited about is really 431 00:15:40,420 --> 00:15:41,399 how do we, 432 00:15:42,424 --> 00:15:45,304 as health care teams across this country and 433 00:15:45,304 --> 00:15:47,225 really beyond our own boundaries of our our 434 00:15:47,225 --> 00:15:47,725 country, 435 00:15:48,264 --> 00:15:50,365 how do we continue to improve care? 436 00:15:50,985 --> 00:15:53,644 And we are doing some exciting work locally 437 00:15:54,584 --> 00:15:54,990 of 438 00:15:55,389 --> 00:15:59,169 looking at how do we best situate patients 439 00:16:00,269 --> 00:16:02,129 to be their their best selves 440 00:16:03,309 --> 00:16:05,490 and the environments where they choose to live. 441 00:16:05,870 --> 00:16:08,190 And and that sounds like a lot, but 442 00:16:08,190 --> 00:16:09,389 let me back up and give you a 443 00:16:09,389 --> 00:16:10,450 little bit of a backdrop. 444 00:16:11,205 --> 00:16:13,445 We, as an organization, have done a great 445 00:16:13,445 --> 00:16:16,024 deal of work around our readmission efforts. 446 00:16:16,404 --> 00:16:18,404 And we really never did that because we 447 00:16:18,404 --> 00:16:20,565 had a big problem. Our numbers were really 448 00:16:20,565 --> 00:16:21,705 below the national, 449 00:16:23,279 --> 00:16:25,440 sort of where the country sits at this 450 00:16:25,440 --> 00:16:26,419 point with readmissions. 451 00:16:27,519 --> 00:16:29,759 But we decided to do that because it's 452 00:16:29,759 --> 00:16:32,000 the right thing to do. And we've been 453 00:16:32,000 --> 00:16:34,159 on this journey for 7 years. And I 454 00:16:34,159 --> 00:16:35,839 was at that sort of the forefront of 455 00:16:35,839 --> 00:16:37,539 that with some of my qualities, 456 00:16:38,159 --> 00:16:38,659 leaders. 457 00:16:39,095 --> 00:16:42,134 And now fast forward through the years of 458 00:16:42,134 --> 00:16:44,394 this work, we really have 459 00:16:44,855 --> 00:16:45,355 handled 460 00:16:46,134 --> 00:16:49,115 and moved through some of those earlier challenges. 461 00:16:50,215 --> 00:16:50,715 Today, 462 00:16:51,679 --> 00:16:53,699 when you look at through the lens 463 00:16:54,159 --> 00:16:55,299 of health equity, 464 00:16:57,199 --> 00:16:59,039 we are beginning to do a lot of 465 00:16:59,039 --> 00:17:01,120 work in this area and I am helping 466 00:17:01,120 --> 00:17:03,519 co lead that and I'm excited about this 467 00:17:03,519 --> 00:17:04,019 work. 468 00:17:04,325 --> 00:17:05,065 But when 469 00:17:05,444 --> 00:17:07,845 you step back and you look at that 470 00:17:07,845 --> 00:17:08,345 broader 471 00:17:08,805 --> 00:17:11,785 lens of what is equitable care, 472 00:17:12,484 --> 00:17:14,724 you know, and just, you know, looking through 473 00:17:14,724 --> 00:17:16,184 that diversity lens, 474 00:17:17,200 --> 00:17:19,440 it has really been a huge eye opener 475 00:17:19,440 --> 00:17:20,019 for me 476 00:17:20,480 --> 00:17:22,019 as well as my organization, 477 00:17:22,400 --> 00:17:23,220 but also 478 00:17:23,840 --> 00:17:26,160 for for many of my colleagues across the 479 00:17:26,160 --> 00:17:26,660 country. 480 00:17:27,119 --> 00:17:28,740 Because when you look at 481 00:17:29,484 --> 00:17:30,224 health equity, 482 00:17:30,924 --> 00:17:33,244 we are not all situated the same. We're 483 00:17:33,244 --> 00:17:35,005 not all paid the same. We all don't 484 00:17:35,005 --> 00:17:37,424 have the same background. And I'm talking 485 00:17:38,284 --> 00:17:41,585 our ethnic background, our racial background, our cultural 486 00:17:41,644 --> 00:17:42,144 background. 487 00:17:42,970 --> 00:17:45,549 But yet we have to look at every 488 00:17:45,690 --> 00:17:46,190 element 489 00:17:46,650 --> 00:17:49,289 of who makes the fabric up of that 490 00:17:49,289 --> 00:17:49,789 individual. 491 00:17:50,570 --> 00:17:53,549 And then it's only when you do that 492 00:17:54,330 --> 00:17:57,305 and you step in and really support 493 00:17:57,924 --> 00:17:59,295 that person in their time of need? And 494 00:17:59,295 --> 00:18:00,375 helping situate them and prepare them to be 495 00:18:00,375 --> 00:18:02,664 able to take care of themselves and 496 00:18:03,365 --> 00:18:05,205 or their family member at home. So we 497 00:18:05,205 --> 00:18:08,025 are beginning to do a lot of work 498 00:18:08,164 --> 00:18:09,705 in this area. But 499 00:18:11,590 --> 00:18:13,049 I can honestly say 500 00:18:13,990 --> 00:18:16,170 I have peeled a few onions, you know, 501 00:18:16,309 --> 00:18:18,950 metaphorically in my life. This is probably one 502 00:18:18,950 --> 00:18:20,410 of the more complex 503 00:18:20,950 --> 00:18:23,930 onions with so many levels and layers, 504 00:18:25,205 --> 00:18:26,744 to really look at 505 00:18:27,125 --> 00:18:29,045 how do you do this and how do 506 00:18:29,045 --> 00:18:30,505 you educate patients 507 00:18:30,884 --> 00:18:33,045 and really looking at that. And you have 508 00:18:33,045 --> 00:18:34,265 to look through their 509 00:18:34,805 --> 00:18:37,305 literacy lens. You have to look through 510 00:18:39,210 --> 00:18:42,109 their ethnic background. You have to look through 511 00:18:42,650 --> 00:18:43,309 their primary 512 00:18:43,849 --> 00:18:46,569 initial their their initial language, or is English 513 00:18:46,569 --> 00:18:49,289 the second language, and really look and do 514 00:18:49,289 --> 00:18:52,250 this. You know, interpretive services, you know, years 515 00:18:52,250 --> 00:18:55,035 ago, I would say they were rarely used. 516 00:18:55,414 --> 00:18:57,575 Today they are sitting at the forefront of 517 00:18:57,575 --> 00:18:59,515 care and they have to be. Because 518 00:19:00,855 --> 00:19:02,475 in the city where I live, 519 00:19:03,494 --> 00:19:05,894 we have every culture, almost every culture in 520 00:19:05,894 --> 00:19:06,555 the world 521 00:19:06,980 --> 00:19:09,140 is also here. And so we have to 522 00:19:09,140 --> 00:19:11,700 be prepared to meet those individuals in the 523 00:19:11,700 --> 00:19:12,839 languages they 524 00:19:13,140 --> 00:19:14,440 choose to learn in. 525 00:19:14,820 --> 00:19:16,900 And they ideally would do that in their 526 00:19:16,900 --> 00:19:19,640 native language. And how do you do that? 527 00:19:19,894 --> 00:19:22,454 And that is a resource commitment, but it 528 00:19:22,454 --> 00:19:24,214 is a commitment we have made to do 529 00:19:24,214 --> 00:19:25,034 the right thing. 530 00:19:25,335 --> 00:19:27,254 And so as we continue to look at 531 00:19:27,254 --> 00:19:27,754 that, 532 00:19:28,294 --> 00:19:30,315 I think this will be a long journey. 533 00:19:30,615 --> 00:19:32,294 And I'm not saying a long journey for 534 00:19:32,294 --> 00:19:34,875 for my organization. I'm saying a long journey 535 00:19:35,190 --> 00:19:36,009 for the world. 536 00:19:36,389 --> 00:19:36,889 Because 537 00:19:37,750 --> 00:19:39,129 when you look at 538 00:19:39,509 --> 00:19:40,329 health literacy 539 00:19:41,190 --> 00:19:43,509 and when you look at the communities in 540 00:19:43,509 --> 00:19:45,349 which people live, and sometimes it used to 541 00:19:45,349 --> 00:19:46,329 be by city 542 00:19:46,789 --> 00:19:47,769 or zip code, 543 00:19:48,494 --> 00:19:50,674 Now it could be down to 544 00:19:51,134 --> 00:19:52,755 the the the narrow window 545 00:19:53,214 --> 00:19:54,035 of a neighborhood 546 00:19:54,654 --> 00:19:56,674 and a ZIP code or a block, 547 00:19:57,214 --> 00:19:59,295 a city block in a neighbor in a 548 00:19:59,295 --> 00:20:00,035 in a city. 549 00:20:00,815 --> 00:20:03,929 So it it really has opened my eyes. 550 00:20:04,470 --> 00:20:06,089 And I'm starting to see, 551 00:20:06,789 --> 00:20:09,429 colleagues across the country have the same experience. 552 00:20:09,429 --> 00:20:11,509 And, you know, thankfully there's some ahead of 553 00:20:11,509 --> 00:20:13,829 us and many are behind us. But I 554 00:20:13,829 --> 00:20:15,750 think as we all do through this work 555 00:20:15,750 --> 00:20:16,250 together, 556 00:20:16,585 --> 00:20:19,164 it really just illustrates that need 557 00:20:19,545 --> 00:20:21,325 on how do you meet that person 558 00:20:21,785 --> 00:20:22,924 where they are today. 559 00:20:23,225 --> 00:20:24,445 So that is exciting. 560 00:20:24,985 --> 00:20:26,605 It's not scary to me, 561 00:20:27,545 --> 00:20:28,045 but 562 00:20:28,345 --> 00:20:29,404 it will 563 00:20:30,250 --> 00:20:31,549 continue to require 564 00:20:31,929 --> 00:20:33,549 a great deal of resources 565 00:20:34,009 --> 00:20:36,109 to make sure that we're doing it well 566 00:20:36,650 --> 00:20:38,109 and doing it right. 567 00:20:38,410 --> 00:20:40,349 And that people recognize 568 00:20:41,130 --> 00:20:43,309 we care about them as an individual 569 00:20:44,009 --> 00:20:45,230 and not as a number. 570 00:20:45,544 --> 00:20:46,984 And I'm not saying that's what we do. 571 00:20:46,984 --> 00:20:49,304 That's not it at all. But how do 572 00:20:49,304 --> 00:20:50,765 we move to that 573 00:20:51,384 --> 00:20:51,884 person, 574 00:20:52,505 --> 00:20:53,244 that individual, 575 00:20:54,424 --> 00:20:56,365 knowing that we care about them 576 00:20:56,744 --> 00:20:58,605 and how are we meeting their needs 577 00:20:58,984 --> 00:21:00,525 where they are at this point? 578 00:21:00,859 --> 00:21:02,559 I think we have to continue 579 00:21:03,180 --> 00:21:05,680 down a path of moving from 580 00:21:06,140 --> 00:21:07,279 reactive care 581 00:21:07,660 --> 00:21:09,200 on the acute care side of 582 00:21:09,740 --> 00:21:12,240 our healthcare systems across the globe 583 00:21:12,779 --> 00:21:15,279 to a proactive care. And I have 584 00:21:15,815 --> 00:21:18,054 talked about that for a long time, but 585 00:21:18,054 --> 00:21:21,335 we have always been to the or most 586 00:21:21,335 --> 00:21:23,815 organizations and most communities live on the reactive 587 00:21:23,815 --> 00:21:24,934 side of care. We'll just go to the 588 00:21:24,934 --> 00:21:26,075 ER, go to the hospital. 589 00:21:27,015 --> 00:21:29,434 Well, if you can start looking ahead 590 00:21:30,769 --> 00:21:32,789 and really doing it proactively 591 00:21:33,490 --> 00:21:35,669 and doing it in the primary care model, 592 00:21:36,609 --> 00:21:39,409 and it and it saddens me that so 593 00:21:39,409 --> 00:21:40,389 many other 594 00:21:41,569 --> 00:21:44,609 organized and, you know, well recognized countries in 595 00:21:44,609 --> 00:21:45,269 the world 596 00:21:46,255 --> 00:21:47,855 have done so much better than we have 597 00:21:47,855 --> 00:21:49,075 here in the United States. 598 00:21:49,454 --> 00:21:51,554 And so my hope is that we 599 00:21:51,855 --> 00:21:54,815 it's exciting, but it's also scary that we 600 00:21:54,815 --> 00:21:57,615 are this far behind. And my hope is 601 00:21:57,615 --> 00:21:58,434 that we 602 00:21:58,734 --> 00:21:59,234 as 603 00:21:59,559 --> 00:22:01,880 healthcare leaders and nursing leaders, because I do 604 00:22:01,880 --> 00:22:04,200 believe nursing can be at the center of 605 00:22:04,200 --> 00:22:05,019 this movement 606 00:22:05,400 --> 00:22:07,019 to help us move this 607 00:22:07,320 --> 00:22:08,940 forward across the globe 608 00:22:09,799 --> 00:22:11,660 in our communities, but also beyond 609 00:22:12,265 --> 00:22:14,825 on how we move back to a community 610 00:22:14,825 --> 00:22:15,724 health model 611 00:22:16,664 --> 00:22:19,644 to really educate patients and their 612 00:22:20,264 --> 00:22:22,664 and our community members, I should say, is 613 00:22:22,664 --> 00:22:24,044 probably the better term there, 614 00:22:24,440 --> 00:22:27,160 in the schools, in their churches, in their 615 00:22:27,160 --> 00:22:27,660 homes, 616 00:22:29,079 --> 00:22:30,460 so that we can 617 00:22:30,839 --> 00:22:32,380 not have so many 618 00:22:33,240 --> 00:22:35,799 bad outcomes because people didn't know they had 619 00:22:35,799 --> 00:22:36,539 heart disease, 620 00:22:36,875 --> 00:22:38,475 or they were at a risk for stroke 621 00:22:38,475 --> 00:22:39,615 or they had diabetes 622 00:22:40,075 --> 00:22:40,894 or whatever 623 00:22:41,595 --> 00:22:43,375 long term, you know, 624 00:22:44,075 --> 00:22:46,654 medical condition they may have. And it's untreated 625 00:22:46,795 --> 00:22:48,975 because people didn't go to primary care. 626 00:22:49,559 --> 00:22:51,659 And I think, you know, during that 627 00:22:52,119 --> 00:22:54,279 earlier year, year and a half of the 628 00:22:54,279 --> 00:22:57,480 pandemic, it illustrated people weren't seeking care. And 629 00:22:57,480 --> 00:23:00,440 now we all are experiencing, including the individuals 630 00:23:00,440 --> 00:23:01,500 who have the diseases, 631 00:23:02,394 --> 00:23:03,454 we are experiencing 632 00:23:03,835 --> 00:23:05,275 all of that with them now. And I 633 00:23:05,275 --> 00:23:06,095 think we 634 00:23:06,714 --> 00:23:09,755 will be faced with continuing to manage that 635 00:23:09,755 --> 00:23:10,734 for a long time. 636 00:23:11,115 --> 00:23:12,714 I do think, and this really to me 637 00:23:12,714 --> 00:23:14,974 sits on both sides of the equation of 638 00:23:15,115 --> 00:23:16,335 exciting but scary, 639 00:23:16,980 --> 00:23:17,480 embracing 640 00:23:17,859 --> 00:23:20,359 artificial intelligence more. I think 641 00:23:20,740 --> 00:23:22,279 we will continue to see that 642 00:23:22,660 --> 00:23:24,200 integrated into our schools, 643 00:23:24,980 --> 00:23:28,279 our educational programs for health care team members, 644 00:23:28,914 --> 00:23:30,914 but also into care. And how are we 645 00:23:30,914 --> 00:23:32,775 going to do that and embrace that further? 646 00:23:33,394 --> 00:23:34,934 I am a little nervous though. 647 00:23:35,394 --> 00:23:37,815 When you hear of these situations where students 648 00:23:38,035 --> 00:23:38,775 have submitted 649 00:23:39,234 --> 00:23:41,974 papers that were only generated through 650 00:23:42,275 --> 00:23:45,019 chat GPT or some of the other artificial 651 00:23:45,640 --> 00:23:46,779 intelligence. That's scary. 652 00:23:47,240 --> 00:23:50,059 And how do we as health care leaders 653 00:23:50,680 --> 00:23:51,180 differentiate 654 00:23:51,960 --> 00:23:53,880 what is safe and not safe? So to 655 00:23:53,880 --> 00:23:55,660 me, this one sits on both sides. 656 00:23:56,119 --> 00:23:58,599 I think the workforce challenges continue to make 657 00:23:58,599 --> 00:23:59,340 me nervous, 658 00:23:59,944 --> 00:24:01,085 in the sense of 659 00:24:02,585 --> 00:24:04,605 will we have enough people 660 00:24:05,464 --> 00:24:07,884 excited to be health care providers, 661 00:24:08,505 --> 00:24:09,884 health care team members 662 00:24:10,904 --> 00:24:13,470 based on what they're seeing, how people are 663 00:24:13,470 --> 00:24:15,069 treated based on some of the things we 664 00:24:15,069 --> 00:24:17,470 talked about in the last item, the workplace 665 00:24:17,470 --> 00:24:17,970 violence. 666 00:24:18,429 --> 00:24:20,589 And when you look at that and, and, 667 00:24:20,589 --> 00:24:22,929 you know, some of the, the portrayals 668 00:24:23,230 --> 00:24:25,970 in the media of what nurses do, 669 00:24:26,994 --> 00:24:28,595 that is not what we do for the 670 00:24:28,595 --> 00:24:29,335 most part. 671 00:24:29,794 --> 00:24:31,875 And when, you know, they show people, you 672 00:24:31,875 --> 00:24:32,375 know, 673 00:24:32,914 --> 00:24:35,554 dressed in mini skirts and saving everybody's life 674 00:24:35,554 --> 00:24:37,794 and things like that, those are not true 675 00:24:37,794 --> 00:24:39,634 portrayals. And it saddens me. I mean, I 676 00:24:39,634 --> 00:24:41,794 don't watch healthcare shows for that very reason. 677 00:24:42,890 --> 00:24:43,390 Because 678 00:24:43,690 --> 00:24:46,410 it's portrayed that it's all glorified and you 679 00:24:46,410 --> 00:24:48,650 just run-in and do something and the person 680 00:24:48,650 --> 00:24:51,210 is healed. But we all know that that 681 00:24:51,210 --> 00:24:52,970 are on this side of the equation. That's 682 00:24:52,970 --> 00:24:54,990 not real. And how do we 683 00:24:56,009 --> 00:24:56,509 increase 684 00:24:57,544 --> 00:24:58,845 the professional nurses' 685 00:24:59,384 --> 00:24:59,884 identity? 686 00:25:00,585 --> 00:25:01,724 How do we increase 687 00:25:02,505 --> 00:25:05,384 the level of respect that a nurse should 688 00:25:05,384 --> 00:25:05,884 receive? 689 00:25:06,904 --> 00:25:08,744 So I think those will continue to be 690 00:25:08,744 --> 00:25:09,244 challenges. 691 00:25:09,704 --> 00:25:11,644 And those make me nervous because 692 00:25:12,220 --> 00:25:12,720 who 693 00:25:13,900 --> 00:25:16,539 is doing that marketing for us? It should 694 00:25:16,539 --> 00:25:19,019 be us and not others. But we have 695 00:25:19,019 --> 00:25:21,259 to step in as nurses and and health 696 00:25:21,259 --> 00:25:22,799 care leaders to help do that. 697 00:25:23,100 --> 00:25:25,019 So I sort of tried to give you 698 00:25:25,019 --> 00:25:27,250 a mix of, the nervous and what make 699 00:25:27,500 --> 00:25:29,474 what I'm excited about. But some of those 700 00:25:29,474 --> 00:25:31,315 really are situated on both sides of that 701 00:25:31,315 --> 00:25:31,815 equation. 702 00:25:33,234 --> 00:25:34,674 It really makes a lot of sense. And, 703 00:25:34,674 --> 00:25:36,275 you know, what a great overview in terms 704 00:25:36,275 --> 00:25:37,795 of all the different ways that, 705 00:25:38,674 --> 00:25:41,570 health care providers are integrating into the system, 706 00:25:41,570 --> 00:25:43,670 how you can use technology and other things 707 00:25:44,450 --> 00:25:46,289 in order to tackle some of the health 708 00:25:46,289 --> 00:25:48,450 equity issues, but also, you know, wanting to 709 00:25:48,450 --> 00:25:49,730 make sure, you know, that, 710 00:25:50,210 --> 00:25:52,130 what the medical system is doing and can 711 00:25:52,130 --> 00:25:54,049 do is portrayed accurately, I think, is a 712 00:25:54,049 --> 00:25:57,565 100% a huge huge challenge and something, you 713 00:25:57,565 --> 00:25:57,964 know, 714 00:25:58,365 --> 00:26:01,244 I can imagine clinicians and organizations face every 715 00:26:01,244 --> 00:26:01,744 day. 716 00:26:02,045 --> 00:26:03,724 Now before we wrap up here with our 717 00:26:03,724 --> 00:26:05,404 last minute or 2, I'm wondering if you 718 00:26:05,404 --> 00:26:06,224 could talk about, 719 00:26:06,684 --> 00:26:07,184 leadership. 720 00:26:07,565 --> 00:26:09,825 What is most essential for health care leaders 721 00:26:09,960 --> 00:26:11,640 to be successful over the next 2 to 722 00:26:11,640 --> 00:26:12,700 3 years or so? 723 00:26:13,640 --> 00:26:15,159 Laura, thank you so much for the question. 724 00:26:15,159 --> 00:26:17,159 And this is really important work to me. 725 00:26:17,159 --> 00:26:18,440 In fact, I have some, 726 00:26:19,240 --> 00:26:21,899 a lot of work going on right now 727 00:26:22,119 --> 00:26:23,179 looking at 728 00:26:25,384 --> 00:26:27,964 what are the ideal leadership traits 729 00:26:28,825 --> 00:26:30,525 that make it work. 730 00:26:31,144 --> 00:26:33,464 And so I am working with a small 731 00:26:33,464 --> 00:26:34,825 group or have been working with a small 732 00:26:34,825 --> 00:26:35,724 group of individuals 733 00:26:36,690 --> 00:26:39,029 looking at because there's many leadership styles, 734 00:26:39,329 --> 00:26:40,950 but we have coined the term 735 00:26:41,329 --> 00:26:42,549 relational leadership. 736 00:26:43,169 --> 00:26:44,769 Because, you know, when you look at it, 737 00:26:44,769 --> 00:26:46,849 and I sort of compare this to Maslow's 738 00:26:46,849 --> 00:26:47,349 hierarchy. 739 00:26:47,889 --> 00:26:49,750 If you don't have some fundamental 740 00:26:50,210 --> 00:26:51,349 elements of leadership, 741 00:26:52,164 --> 00:26:54,265 those are trust, those are communication, 742 00:26:54,805 --> 00:26:56,664 and able to to establish, 743 00:26:57,365 --> 00:26:57,865 nurture, 744 00:26:58,325 --> 00:26:59,704 and build relationships, 745 00:27:00,325 --> 00:27:01,924 if you don't have those three elements, the 746 00:27:01,924 --> 00:27:03,625 rest of it is really not gonna work. 747 00:27:03,684 --> 00:27:04,505 And so 748 00:27:05,130 --> 00:27:07,609 I believe the leaders that will continue to 749 00:27:07,609 --> 00:27:08,509 make a difference 750 00:27:09,369 --> 00:27:10,190 have some 751 00:27:10,570 --> 00:27:12,910 form. Now there's many under many 752 00:27:14,490 --> 00:27:17,690 identified leadership traits or or styles under that. 753 00:27:17,690 --> 00:27:20,224 You'll have transformational, but that could be or 754 00:27:20,224 --> 00:27:22,544 could not be. You have servant, you have 755 00:27:22,544 --> 00:27:25,044 humble, you have authentic, leadership. 756 00:27:25,585 --> 00:27:27,825 When you look at that, I like to 757 00:27:27,825 --> 00:27:30,304 broaden the term out to relational leadership. Because 758 00:27:30,304 --> 00:27:31,684 if you don't have those fundamental 759 00:27:31,984 --> 00:27:33,845 elements that people trust you 760 00:27:34,490 --> 00:27:34,990 and, 761 00:27:35,930 --> 00:27:38,009 that you can have that relationship with and 762 00:27:38,009 --> 00:27:40,590 you can communicate with them well, and 763 00:27:42,090 --> 00:27:43,470 you have to be willing 764 00:27:44,170 --> 00:27:46,430 to nurture and mentor them 765 00:27:47,565 --> 00:27:48,304 to to grow. 766 00:27:48,684 --> 00:27:50,144 When you can't do that, 767 00:27:51,005 --> 00:27:53,984 it really makes me worry about an individual's 768 00:27:54,444 --> 00:27:57,024 leadership path. And so I think 769 00:27:57,404 --> 00:27:57,904 those 770 00:27:58,524 --> 00:27:59,024 individuals 771 00:27:59,325 --> 00:28:02,509 that do have adopt, develop, and you can 772 00:28:02,509 --> 00:28:04,589 put whatever, you know, sort of word in 773 00:28:04,589 --> 00:28:05,809 there, but 774 00:28:06,349 --> 00:28:07,650 or or verb in there, 775 00:28:08,349 --> 00:28:10,130 those leaders that have the capacity 776 00:28:10,509 --> 00:28:11,169 to embrace 777 00:28:12,269 --> 00:28:14,289 a relational leadership style, 778 00:28:14,669 --> 00:28:16,450 I think, will outperform 779 00:28:17,524 --> 00:28:19,304 most of the other leadership styles. 780 00:28:19,684 --> 00:28:22,585 Because I think it's gonna take that foundational 781 00:28:22,804 --> 00:28:23,944 work for a leader 782 00:28:24,325 --> 00:28:27,304 to create the culture where people wanna be, 783 00:28:27,365 --> 00:28:28,664 where people can thrive, 784 00:28:29,125 --> 00:28:31,865 to create that healthy work environment where individuals 785 00:28:33,710 --> 00:28:35,869 wanna come to work and not dread coming 786 00:28:35,869 --> 00:28:38,029 to work. So I think that is to 787 00:28:38,029 --> 00:28:39,570 me is just foundational. 788 00:28:40,190 --> 00:28:42,190 And that's why I've chosen to do some 789 00:28:42,190 --> 00:28:43,549 work in that. I've spent a couple of 790 00:28:43,549 --> 00:28:45,390 years doing that and will continue to do 791 00:28:45,390 --> 00:28:47,414 that because I do think it's important. And 792 00:28:47,414 --> 00:28:49,255 the work that I'm looking at is not 793 00:28:49,255 --> 00:28:50,394 only related to 794 00:28:50,855 --> 00:28:51,515 the nurse. 795 00:28:51,974 --> 00:28:53,194 It's also looking 796 00:28:53,654 --> 00:28:54,394 to patients 797 00:28:54,934 --> 00:28:57,355 at better outcomes and better satisfaction. 798 00:28:57,734 --> 00:28:59,654 So I'm looking at it with my group, 799 00:28:59,654 --> 00:29:02,389 the team, from both sides, the nurse 800 00:29:02,769 --> 00:29:05,250 outcomes of it and the patient outcomes of 801 00:29:05,250 --> 00:29:07,669 it. And we are beginning to recognize 802 00:29:07,970 --> 00:29:10,130 there is a difference. And so I do 803 00:29:10,130 --> 00:29:10,630 think, 804 00:29:11,409 --> 00:29:13,250 health care leaders, and it's really to be 805 00:29:13,250 --> 00:29:15,525 nurse and other leaders in health care that 806 00:29:15,525 --> 00:29:16,265 are not nurses, 807 00:29:17,044 --> 00:29:19,204 you have to have that that foundational element 808 00:29:19,204 --> 00:29:20,804 of being a relational leader to make it 809 00:29:20,804 --> 00:29:22,585 work and to make 810 00:29:22,884 --> 00:29:23,784 your organizational 811 00:29:24,164 --> 00:29:26,359 be differentiated from others. Doctor. 812 00:29:27,460 --> 00:29:29,960 Billy, that's such an important point and certainly, 813 00:29:30,259 --> 00:29:30,839 you know, 814 00:29:31,380 --> 00:29:34,179 essential for educating the next level of leaders 815 00:29:34,179 --> 00:29:35,640 as well as nurse professionals. 816 00:29:36,019 --> 00:29:37,619 Thank you so much for joining us on 817 00:29:37,619 --> 00:29:39,700 the podcast today. Yeah. Of course. And thank 818 00:29:39,700 --> 00:29:41,000 you so much for the opportunity.