1 00:00:00,265 --> 00:00:02,675 - This is Laura Dedo with the Becker's Healthcare Podcast. 2 00:00:03,295 --> 00:00:05,115 I'm thrilled today to be joined by Robert Rose, 3 00:00:05,135 --> 00:00:07,755 market Chief Nurse Executive at Atrium Health. 4 00:00:08,015 --> 00:00:10,195 Robert, it's a pleasure to have you on the podcast today. 5 00:00:11,115 --> 00:00:12,345 - Thank you. Happy to be here. 6 00:00:13,485 --> 00:00:15,225 - Now, I'm looking forward to learning more about 7 00:00:15,225 --> 00:00:16,265 what you're doing at Atrium 8 00:00:16,265 --> 00:00:18,105 and how you're really tackling some 9 00:00:18,105 --> 00:00:19,865 of the big challenges in healthcare today. 10 00:00:20,005 --> 00:00:21,705 But before we dive into my questions, 11 00:00:21,705 --> 00:00:22,825 can you tell us a little bit more 12 00:00:22,825 --> 00:00:24,025 about yourself and your background? 13 00:00:25,135 --> 00:00:28,025 - Sure. Uh, I, as you mentioned, I'm the chief nurse 14 00:00:28,165 --> 00:00:30,825 for our Atrium Health, what we call our central market, 15 00:00:30,835 --> 00:00:34,545 which is the Charlotte Downtown campuses, uh, made up 16 00:00:34,545 --> 00:00:37,105 of our flagship medical center, Carolina's Medical Center, 17 00:00:37,725 --> 00:00:39,625 as well as our children's hospital 18 00:00:39,845 --> 00:00:41,545 and one of our community hospital. 19 00:00:41,545 --> 00:00:42,665 It's called Mercy Hospital. 20 00:00:43,045 --> 00:00:45,825 And our clinics and our, um, oncology service line 21 00:00:46,045 --> 00:00:47,705 and have been in healthcare. 22 00:00:48,685 --> 00:00:50,345 I'm a nurse by background, have been a nurse 23 00:00:50,405 --> 00:00:52,625 for a little over 30 years, so a long time. 24 00:00:52,655 --> 00:00:54,625 I've seen a lot of evolution in healthcare 25 00:00:54,925 --> 00:00:58,505 and have been in leadership for probably 20 of those years. 26 00:00:59,045 --> 00:01:00,505 Uh, so great to be here 27 00:01:00,685 --> 00:01:04,025 and to chat with you about what we're seeing at the national 28 00:01:04,085 --> 00:01:05,625 and the local level as well. 29 00:01:08,105 --> 00:01:10,245 - That's fantastic. Well, thank you so much again, 30 00:01:10,245 --> 00:01:11,525 Robert, and let's dive right in. 31 00:01:11,555 --> 00:01:12,725 What are some of the biggest issues 32 00:01:12,725 --> 00:01:14,645 that you're focusing on in healthcare right now? 33 00:01:16,555 --> 00:01:19,525 - Well, there is a lot of issues, as you know, 34 00:01:19,585 --> 00:01:23,165 but I think I, I sort of call it our, my three Ws, 35 00:01:23,185 --> 00:01:26,765 our workforce, our wellbeing of our workforce, and, 36 00:01:26,905 --> 00:01:29,845 and then our, uh, workplace violence. 37 00:01:30,205 --> 00:01:31,205 I think those are sort 38 00:01:31,205 --> 00:01:32,725 of the three things that bubble up to the top. 39 00:01:33,145 --> 00:01:36,005 Uh, there's many more, and they're all important, 40 00:01:36,145 --> 00:01:37,645 but I think from my focus, 41 00:01:37,735 --> 00:01:39,365 those are the two things I'm most 42 00:01:39,365 --> 00:01:40,605 passionate about wellbeing. 43 00:01:40,935 --> 00:01:43,525 We've done a lot in that space, both at Atrium Health 44 00:01:43,745 --> 00:01:45,005 and Advocate Health now. 45 00:01:45,385 --> 00:01:47,925 And, uh, excited to see where we continue to go 46 00:01:47,985 --> 00:01:50,525 to support the wellbeing of our clinicians. 47 00:01:52,795 --> 00:01:54,325 - Well, that's great to hear. And, you know, 48 00:01:54,325 --> 00:01:55,805 could you tell me, or, 49 00:01:55,805 --> 00:01:58,525 or dig a little bit deeper into something 50 00:01:58,525 --> 00:02:00,925 that you do on the wellbeing side that you know, 51 00:02:00,925 --> 00:02:02,925 might be interesting or unique, um, to 52 00:02:02,925 --> 00:02:04,765 what you're doing at Atrium or advocate, 53 00:02:05,465 --> 00:02:07,445 or anything that you've tried new over the last year? 54 00:02:07,625 --> 00:02:09,685 I'd just love to hear what that means to you 55 00:02:09,705 --> 00:02:12,365 and, um, how it really shows up, um, 56 00:02:12,365 --> 00:02:13,445 within the clinical teams. 57 00:02:14,395 --> 00:02:18,165 - Yeah, that's great. So in 2020, we actually were one 58 00:02:18,165 --> 00:02:21,205 of the first to, um, produce research, uh, um, 59 00:02:21,205 --> 00:02:25,005 during the first wave of covid, uh, uh, a study that we did. 60 00:02:25,005 --> 00:02:27,525 And we published this study nationally about 61 00:02:27,525 --> 00:02:29,805 what our clinicians felt during the COVID Pandemic. 62 00:02:29,825 --> 00:02:32,085 And one of the things that certainly came up, obviously 63 00:02:32,725 --> 00:02:34,725 changing protocols, staffing, all 64 00:02:34,725 --> 00:02:36,205 of those other things did come up, 65 00:02:36,425 --> 00:02:38,325 but one of the things that showed up is, um, 66 00:02:38,325 --> 00:02:39,565 psychological safety. 67 00:02:40,225 --> 00:02:43,445 And when we started looking more into that, we certainly saw 68 00:02:44,005 --> 00:02:45,965 a drift of where our clinicians and, 69 00:02:45,965 --> 00:02:47,645 and in my, in my space nurses 70 00:02:48,065 --> 00:02:49,845 and primarily that, you know, 71 00:02:49,845 --> 00:02:51,005 they were really having trouble. 72 00:02:51,205 --> 00:02:53,045 I mean, if you think about just all the things 73 00:02:53,045 --> 00:02:56,125 that were going on during the pandemic, not only were they, 74 00:02:56,305 --> 00:02:58,685 you know, fearful at work, they had their home 75 00:02:59,145 --> 00:03:00,725 to balance families to balance. 76 00:03:01,225 --> 00:03:03,765 Um, as we continued to get more comfortable taking care 77 00:03:03,765 --> 00:03:06,625 of patients during, uh, COVID, it started 78 00:03:06,625 --> 00:03:08,425 to shift a little bit from more of a fear 79 00:03:08,845 --> 00:03:10,745 to really feeling like burnt out, you know, 80 00:03:10,925 --> 00:03:13,785 and, um, our workforces started to have a lot of challenges 81 00:03:13,845 --> 00:03:15,185 as we started losing nurses. 82 00:03:15,765 --> 00:03:19,105 And so really that sort of, um, for me sparked, 83 00:03:19,105 --> 00:03:22,225 it ignited me to really think more about wellbeing. 84 00:03:22,605 --> 00:03:24,905 Um, we've always done a lot in that space. 85 00:03:24,965 --> 00:03:28,345 We have a wonderful pastoral care, um, department 86 00:03:28,345 --> 00:03:30,425 that did a lot with it, like our code lavender 87 00:03:30,725 --> 00:03:31,905 and, um, support of that. 88 00:03:31,905 --> 00:03:33,025 And that was all done pre covid, 89 00:03:33,525 --> 00:03:36,105 but we knew we needed to step it up a little bit more. 90 00:03:37,175 --> 00:03:39,475 We did some things that other healthcare systems have done. 91 00:03:39,475 --> 00:03:43,075 We get, we, um, gave our nurse managers, um, you know, we, 92 00:03:43,135 --> 00:03:46,235 we brought them to a four day work week, um, uh, you know, 93 00:03:46,235 --> 00:03:47,555 during that time just to give them 94 00:03:47,595 --> 00:03:48,715 a little bit work life balance. 95 00:03:49,215 --> 00:03:51,275 Um, and, you know, we did some other things 96 00:03:51,455 --> 00:03:53,155 to support our leaders wellbeing, 97 00:03:53,415 --> 00:03:55,875 but we really wanted to get to the clinician level. 98 00:03:55,975 --> 00:03:58,955 So we brought in, um, a wellbeing coaching program, 99 00:03:59,135 --> 00:04:00,635 and we're on our fourth cohort. 100 00:04:00,935 --> 00:04:04,715 And what's really excited about that is when we survey the, 101 00:04:04,815 --> 00:04:08,755 um, cohorts, each cohort, the, um, the questions, uh, 102 00:04:08,755 --> 00:04:10,955 related to wellbeing, re resilience 103 00:04:11,415 --> 00:04:15,195 and, uh, burnout, they all have measurable differences from 104 00:04:15,495 --> 00:04:17,435 pre-intervention to post-intervention. 105 00:04:17,655 --> 00:04:21,755 And the exciting thing about that is we're really looking to 106 00:04:22,645 --> 00:04:25,395 embed a wellbeing sort of champion on each 107 00:04:25,395 --> 00:04:26,435 of our nursing units. 108 00:04:27,175 --> 00:04:29,475 Um, somebody that could really work with the team to, 109 00:04:29,855 --> 00:04:31,275 you know, wellbeing's a continuum. 110 00:04:31,305 --> 00:04:33,315 There's poor wellbeing and there's good wellbeing. 111 00:04:33,575 --> 00:04:36,035 And we really wanted to make sure that we, um, 112 00:04:36,385 --> 00:04:38,755 have resources for the clinicians 113 00:04:38,755 --> 00:04:42,515 and the nursing staff to be able to really, um, balance that 114 00:04:42,575 --> 00:04:46,915 and have sort of a, a positive outlook on things 115 00:04:47,015 --> 00:04:49,675 and have a resource, uh, that they can go to. 116 00:04:50,775 --> 00:04:53,315 We do have a very strong EAP, um, 117 00:04:53,615 --> 00:04:55,395 but we do know that nationally, uh, 118 00:04:55,555 --> 00:05:00,035 EAP services are only sort of, um, used about 35%, uh, 119 00:05:00,055 --> 00:05:02,275 of the time nationally, and you have to go to them. 120 00:05:02,575 --> 00:05:04,915 And so what we really wanted to design is a model 121 00:05:04,915 --> 00:05:07,395 where there is somebody at the unit level appear, 122 00:05:07,715 --> 00:05:11,315 a colleague that the nurses can go to, to learn really about 123 00:05:11,615 --> 00:05:14,395 how to balance, how to have a, a better outlook, how 124 00:05:14,395 --> 00:05:15,515 to improve their wellbeing. 125 00:05:15,855 --> 00:05:18,435 And so we've really been trying to spread this model 126 00:05:18,535 --> 00:05:20,475 and it's been really, really exciting work for us. 127 00:05:21,995 --> 00:05:23,775 We also have a peer-to-peer support, uh, 128 00:05:23,775 --> 00:05:25,335 that started in our children's hospital. 129 00:05:25,915 --> 00:05:28,535 And we, um, are also spreading this work 130 00:05:28,535 --> 00:05:30,095 where we're able to train people. 131 00:05:30,125 --> 00:05:31,295 It's a six hour course. 132 00:05:31,795 --> 00:05:34,535 Um, and again, it's another way for people 133 00:05:34,555 --> 00:05:38,695 to have a resource in their units, um, to go to, to be able 134 00:05:38,695 --> 00:05:40,695 to have some support from a psycho, 135 00:05:40,965 --> 00:05:42,855 from a psychological wellbeing perspective. 136 00:05:42,915 --> 00:05:45,135 So those are just a couple of the things that we're doing. 137 00:05:45,485 --> 00:05:46,735 There's many, many more. 138 00:05:46,915 --> 00:05:48,495 Uh, but, uh, those are the things 139 00:05:48,495 --> 00:05:50,055 that I'm really most passionate about 140 00:05:50,155 --> 00:05:51,655 and excited about to really be 141 00:05:51,655 --> 00:05:52,695 able to support our workforce. 142 00:05:55,115 --> 00:05:57,365 - I love it. I, I think it's so important, as you mentioned, 143 00:05:57,385 --> 00:05:58,485 to have that kind of support 144 00:05:58,585 --> 00:06:01,285 and really that the whole team knows, you know, 145 00:06:01,385 --> 00:06:02,805 you, um, have their back. 146 00:06:02,805 --> 00:06:04,805 And that psychological safety too, um, 147 00:06:04,805 --> 00:06:06,565 makes a really big difference in terms 148 00:06:06,585 --> 00:06:09,165 of your experience in the workplace, as well as ability 149 00:06:09,225 --> 00:06:11,045 to have the flexibility to innovate 150 00:06:11,045 --> 00:06:12,965 and really do some cool things for patients. 151 00:06:13,065 --> 00:06:14,485 So that's really great to hear. 152 00:06:14,485 --> 00:06:15,725 Thank you for sharing with us. 153 00:06:16,795 --> 00:06:19,725 - Yeah, and then we, we try to keep ourselves whole, meaning 154 00:06:19,725 --> 00:06:22,365 that we really want to make sure that we continue to, 155 00:06:22,365 --> 00:06:23,605 to have a flavor of the month 156 00:06:23,985 --> 00:06:26,525 and that we're, that we're sustaining the results. 157 00:06:26,585 --> 00:06:31,045 So we do have a very, uh, committed wellbeing committee, uh, 158 00:06:31,045 --> 00:06:33,445 made up of, uh, uh, staff, nurses 159 00:06:33,545 --> 00:06:36,005 and others throughout the area that, um, 160 00:06:36,025 --> 00:06:38,565 we get together monthly and we go over our programs, 161 00:06:38,585 --> 00:06:40,405 we go over our results, uh, 162 00:06:40,425 --> 00:06:43,005 we make sure we have people in the right places. 163 00:06:43,305 --> 00:06:47,525 So we really try to take a strategic, um, viewpoint, uh, uh, 164 00:06:47,965 --> 00:06:49,045 approach to this so that we're able 165 00:06:49,045 --> 00:06:50,845 to really sustain the program. 166 00:06:51,325 --> 00:06:53,045 'cause as, you know, things happen 167 00:06:53,305 --> 00:06:54,845 and some things go by the wayside, 168 00:06:54,845 --> 00:06:56,205 so we really wanna make sure that we, 169 00:06:56,235 --> 00:06:57,245 that this is important. 170 00:06:59,955 --> 00:07:01,555 - Absolutely. That makes a ton of sense and, 171 00:07:01,555 --> 00:07:03,115 and really is helpful to elevate 172 00:07:03,135 --> 00:07:04,715 and keep in that elevated position. 173 00:07:05,215 --> 00:07:06,275 Now, when you look ahead, 174 00:07:06,385 --> 00:07:08,275 what are you most excited about and what makes you nervous? 175 00:07:09,015 --> 00:07:10,015 So 176 00:07:10,255 --> 00:07:13,695 - I think from, you know, one of the things 177 00:07:13,765 --> 00:07:16,975 that I'm excited about is really transforming healthcare. 178 00:07:17,275 --> 00:07:19,775 You know, if, if we learned anything, uh, 179 00:07:19,775 --> 00:07:20,855 we were just talking about this 180 00:07:20,855 --> 00:07:23,015 before we got on, if we learned anything during, 181 00:07:23,195 --> 00:07:25,735 during the pandemic, is that, you know, there is a lot 182 00:07:25,735 --> 00:07:27,415 of things that we, um, do virtually, 183 00:07:27,425 --> 00:07:29,895 which when you think about it saves us time 184 00:07:30,595 --> 00:07:33,495 and saves us energy, um, it's more efficient. 185 00:07:33,715 --> 00:07:37,135 Um, you know, but at the same time, we know that we have 186 00:07:37,135 --> 00:07:39,095 to transform healthcare in a big way. 187 00:07:40,065 --> 00:07:43,685 And so while I think that's exciting, it's also nervous 188 00:07:43,715 --> 00:07:45,965 because we're going into uncharted territories, 189 00:07:46,465 --> 00:07:48,405 and we do, I do know that, you know, 190 00:07:48,415 --> 00:07:50,965 technology is gonna continue to be with us. 191 00:07:51,185 --> 00:07:53,155 And so for somebody 192 00:07:53,155 --> 00:07:54,555 that's been in the healthcare a long time 193 00:07:54,655 --> 00:07:57,955 and probably spent most of their bedside nursing practice 194 00:07:57,955 --> 00:08:01,755 with paper and pencil, um, we certainly, for me anyway, uh, 195 00:08:01,815 --> 00:08:03,115 the comfort level on using 196 00:08:03,115 --> 00:08:04,595 technology and getting used to it. 197 00:08:04,615 --> 00:08:06,915 But this is something that we do know that, uh, 198 00:08:07,135 --> 00:08:08,195 the new gener, you know, 199 00:08:08,195 --> 00:08:10,075 the generation in the workforce is 200 00:08:10,075 --> 00:08:11,195 something that they're comfortable with. 201 00:08:11,455 --> 00:08:12,595 So we really need to do that. 202 00:08:12,595 --> 00:08:15,155 If you think about acute care hospitals, we sort 203 00:08:15,155 --> 00:08:16,915 of do the same thing we've been doing for the, 204 00:08:16,915 --> 00:08:18,435 since I was at the bedside, you know, 205 00:08:18,455 --> 00:08:19,595 not a whole lot has changed. 206 00:08:19,695 --> 00:08:21,675 And so we really need to use that now. 207 00:08:21,675 --> 00:08:23,355 We brought, we've brought in a lot of technology. 208 00:08:23,415 --> 00:08:26,635 Our electronic medical record is, is superior. 209 00:08:26,735 --> 00:08:28,675 We do a lot of things with that, 210 00:08:28,935 --> 00:08:31,155 but we know we need to do things with, um, 211 00:08:31,635 --> 00:08:33,955 artificial intelligence and other things to really start 212 00:08:33,955 --> 00:08:35,995 to transform the, the work environment. 213 00:08:36,375 --> 00:08:38,595 So it's exciting, but I think it's a little scary too, 214 00:08:41,395 --> 00:08:42,645 - That that makes a lot of sense. 215 00:08:42,705 --> 00:08:44,525 And certainly the technology component of it 216 00:08:44,545 --> 00:08:47,125 and throwing artificial intelligence in there, you know, 217 00:08:47,125 --> 00:08:49,805 it's almost like the wild, wild west in some ways of trying 218 00:08:49,805 --> 00:08:52,965 to figure out how really to harness the, the power 219 00:08:53,225 --> 00:08:54,565 of these types of technologies 220 00:08:54,585 --> 00:08:57,405 and innovations, um, will also be extremely mindful of, 221 00:08:57,585 --> 00:08:59,845 you know, the real world consequences that they can have, 222 00:08:59,985 --> 00:09:01,925 um, if something isn't done correctly. 223 00:09:02,025 --> 00:09:04,045 So it's just, it's been fascinating to watch. 224 00:09:05,235 --> 00:09:08,875 - Exactly. - Now, you know, in looking at 225 00:09:08,875 --> 00:09:09,915 how much healthcare has changed, 226 00:09:09,915 --> 00:09:12,795 and I know you've had some really great experiences both on 227 00:09:12,795 --> 00:09:15,395 the clinical side as well as in leadership. 228 00:09:15,855 --> 00:09:18,115 I'm wondering, you know, what do you think will be the most 229 00:09:18,115 --> 00:09:21,355 effective way that healthcare leaders will need to grow 230 00:09:21,355 --> 00:09:23,355 and evolve in order to be successful in the next 231 00:09:23,375 --> 00:09:24,435 two to three years or so? 232 00:09:25,705 --> 00:09:26,835 - Yeah, great question. 233 00:09:27,175 --> 00:09:29,275 You know, I think, I think we've always, 234 00:09:29,515 --> 00:09:30,835 I think strong leaders 235 00:09:30,895 --> 00:09:33,035 and leaders that sort of stand out, you know, sort 236 00:09:33,035 --> 00:09:35,435 of stand out are ones that are adaptable. 237 00:09:35,535 --> 00:09:38,075 And I think that's probably has not changed. 238 00:09:38,815 --> 00:09:41,675 But I think that adaptability also now comes 239 00:09:41,705 --> 00:09:43,475 with a strong sense of innovation. 240 00:09:43,695 --> 00:09:46,595 For instance, at Advocate Health, we are, um, 241 00:09:46,595 --> 00:09:48,835 putting our nurse managers through an innovation academy. 242 00:09:49,295 --> 00:09:52,235 So we know that our nurse manager, the frontline to a lot 243 00:09:52,235 --> 00:09:53,475 of our nursing teams, right? 244 00:09:53,475 --> 00:09:54,795 They're the ones that do the hiring. 245 00:09:54,795 --> 00:09:56,395 They're the ones that see that the, 246 00:09:56,395 --> 00:09:58,835 that the nurse nursing teams see every day. 247 00:09:58,855 --> 00:10:01,075 We want to be able to give them flexibility 248 00:10:01,535 --> 00:10:02,995 and also excitement in their role. 249 00:10:03,175 --> 00:10:05,555 So I think when you think about innovation, we're trying 250 00:10:05,555 --> 00:10:07,395 to change them, um, 251 00:10:07,655 --> 00:10:10,235 and give them the tools to be able 252 00:10:10,235 --> 00:10:11,915 to be innovative at the front line, 253 00:10:11,985 --> 00:10:14,635 because innovation sort of is a big word. 254 00:10:14,635 --> 00:10:16,235 And when you think about innovation, you sort 255 00:10:16,235 --> 00:10:18,635 of think big things, but there are small things 256 00:10:18,635 --> 00:10:20,955 that I think our nurse managers are certainly capable 257 00:10:21,055 --> 00:10:22,355 of doing that's in their hands. 258 00:10:22,495 --> 00:10:24,235 So that's one of the things that we're doing. 259 00:10:24,235 --> 00:10:26,155 So I think from a leadership perspective, it's 260 00:10:26,155 --> 00:10:29,795 that adaptability with the innovation, you know, being able 261 00:10:29,795 --> 00:10:31,595 to drive improvements in patient care, 262 00:10:32,065 --> 00:10:34,995 operational efficiency and healthcare delivery models. 263 00:10:35,615 --> 00:10:38,715 But, you know, using technology, technological approaches 264 00:10:38,715 --> 00:10:40,355 to be able to do that, which I think is something 265 00:10:40,355 --> 00:10:41,675 different than in the past. 266 00:10:42,055 --> 00:10:46,675 Um, the other thing is we certainly want to use data, um, 267 00:10:46,735 --> 00:10:48,755 and make decisions based on data. 268 00:10:49,335 --> 00:10:52,635 And now with our electronic health records in, 269 00:10:52,655 --> 00:10:54,595 in healthcare anyway, there's a lot 270 00:10:54,595 --> 00:10:55,955 of more data at our fingertips. 271 00:10:56,135 --> 00:11:00,595 For example, we, uh, we implemented a protocol, uh, uh, 272 00:11:00,595 --> 00:11:02,755 technology with our, uh, false program. 273 00:11:03,205 --> 00:11:06,275 We're able to get really discreet data that we're able 274 00:11:06,295 --> 00:11:09,275 to see, um, a lot more about what happens 275 00:11:09,335 --> 00:11:11,435 to our patients when they fall, meaning not what happens 276 00:11:11,435 --> 00:11:12,475 to them physically, 277 00:11:12,495 --> 00:11:15,595 but like the time of day, what would the staffing look like? 278 00:11:15,615 --> 00:11:17,675 So really discrete data so that we're able 279 00:11:17,675 --> 00:11:19,315 to make those improvements. 280 00:11:19,315 --> 00:11:22,315 So I think that is another sort of comes together. 281 00:11:22,735 --> 00:11:26,825 And then lastly, I would say that isn't necessarily new, 282 00:11:27,125 --> 00:11:28,625 but I think it's certainly something 283 00:11:28,625 --> 00:11:31,585 that we have paid a lot more attention with at Atrium Health 284 00:11:31,765 --> 00:11:33,585 as our diversity, equity, inclusion, 285 00:11:33,965 --> 00:11:36,545 and really making sure that we have, uh, 286 00:11:36,545 --> 00:11:37,585 that we have leaders 287 00:11:37,925 --> 00:11:40,025 and teammates that look like our communities, 288 00:11:40,325 --> 00:11:41,465 and that we make sure 289 00:11:41,465 --> 00:11:44,225 that we have accessible healthcare for all. 290 00:11:44,605 --> 00:11:47,185 Um, you know, I love, uh, atrium Health's Mission, 291 00:11:47,185 --> 00:11:48,665 health Hope and Healing for all 292 00:11:48,855 --> 00:11:51,145 because, uh, our doors are open for everyone, 293 00:11:51,445 --> 00:11:54,485 but we do know that there's health disparities depending on 294 00:11:54,485 --> 00:11:56,245 where you live, what zip code you live in, and, 295 00:11:56,265 --> 00:11:58,285 and you know that, you see the national data on that. 296 00:11:58,505 --> 00:12:01,805 And we really gotta be able to, to, uh, um, you know, 297 00:12:01,985 --> 00:12:04,445 do something with that and be able to, um, 298 00:12:04,675 --> 00:12:06,005 meet the patients where they are. 299 00:12:06,105 --> 00:12:08,205 And I think that's something that I'm really excited about 300 00:12:08,205 --> 00:12:11,205 that at Advocate, that we really do, we do innovative things 301 00:12:11,945 --> 00:12:13,565 to really reach out to our communities 302 00:12:13,665 --> 00:12:15,045 and be able to, um, 303 00:12:15,195 --> 00:12:17,845 give them accessible healthcare when they need it. 304 00:12:21,055 --> 00:12:22,995 - That's amazing to hear. Robert, thank you so much 305 00:12:22,995 --> 00:12:24,435 for joining us on the podcast today. 306 00:12:24,435 --> 00:12:26,395 This has been a fascinating conversation. 307 00:12:26,635 --> 00:12:28,235 I, I've learned a lot from talking to you 308 00:12:28,335 --> 00:12:30,355 and really seems like you've got, uh, 309 00:12:30,895 --> 00:12:33,555 fun things going on there, um, atrium and, 310 00:12:33,555 --> 00:12:34,835 and certainly I love the idea 311 00:12:34,835 --> 00:12:36,635 of having all the new nurse managers going 312 00:12:36,635 --> 00:12:37,635 through innovation training 313 00:12:37,775 --> 00:12:39,795 and really making that part of their role, part 314 00:12:39,795 --> 00:12:41,475 of their mindset, and part of what it means 315 00:12:41,475 --> 00:12:43,595 to be a nurse manager, um, you know, 316 00:12:43,775 --> 00:12:45,355 in going throughout the organization. 317 00:12:45,415 --> 00:12:47,235 So that's just fascinating 318 00:12:47,455 --> 00:12:50,435 and I love the idea of bringing all of that into, um, 319 00:12:50,635 --> 00:12:52,235 building a better, um, and, 320 00:12:52,235 --> 00:12:53,675 and more sustainable health system 321 00:12:53,675 --> 00:12:54,715 in the future. Thank you. 322 00:12:55,655 --> 00:12:57,585 - Well, you're very welcome. And I'm, I'm glad 323 00:12:57,585 --> 00:12:59,785 that we're able to connect and thanks for your questions. 324 00:12:59,785 --> 00:13:02,025 Really excited about where healthcare is going, 325 00:13:02,025 --> 00:13:03,265 but we do have a lot of hard work, 326 00:13:03,285 --> 00:13:06,465 and I appreciate that Becker's is always there to inform us 327 00:13:06,645 --> 00:13:08,745 and to help, uh, promote a lot 328 00:13:08,745 --> 00:13:10,025 of the things that we're working on. 329 00:13:11,545 --> 00:13:12,785 - Absolutely. Well, thank you so much, Robert. 330 00:13:13,135 --> 00:13:14,385 Look forward to having you back on the 331 00:13:14,385 --> 00:13:15,665 podcast sometime again soon. 332 00:13:16,525 --> 00:13:17,935 - Look forward to it. Thank you so much. 333 00:13:21,005 --> 00:13:23,535 - It's so important for leaders at the top of organizations 334 00:13:23,535 --> 00:13:25,935 to keep learning, stay sharp, grow their networks, 335 00:13:26,365 --> 00:13:29,015 help our audience better do this in a more simplified, 336 00:13:29,015 --> 00:13:30,655 personalized, and meaningful way. 337 00:13:31,215 --> 00:13:33,695 Becker's Healthcare has launched my BHC, 338 00:13:34,165 --> 00:13:36,175 it's your trusted Becker's healthcare experience 339 00:13:36,175 --> 00:13:38,375 and more with content, connections, events, 340 00:13:38,435 --> 00:13:39,455 and learning opportunities. 341 00:13:40,165 --> 00:13:41,215 Join the community free 342 00:13:41,215 --> 00:13:46,015 of charge@www.my dot becker's hospital review.com 343 00:13:46,115 --> 00:13:47,015 and we'll see you there.