1 00:00:00,160 --> 00:00:02,560 Hi, everyone. This is Lucas Voss with Becker's 2 00:00:02,560 --> 00:00:04,240 healthcare. Thanks so much for tuning in to 3 00:00:04,240 --> 00:00:06,960 the Becker's healthcare podcast series. Excited to have 4 00:00:06,960 --> 00:00:09,300 you. Today, we're going to talk about strengthening 5 00:00:09,439 --> 00:00:12,820 the next generation of nurses, insights for executives 6 00:00:12,960 --> 00:00:13,939 and educators. 7 00:00:14,404 --> 00:00:16,964 And joining me for today's discussion, very excited 8 00:00:16,964 --> 00:00:18,664 to have them, is Jessie Scabinello, 9 00:00:18,964 --> 00:00:21,925 clinical nurse executive at Elsevier, and Alison Utz, 10 00:00:21,925 --> 00:00:25,064 director of clinical education at nursing professional development 11 00:00:25,125 --> 00:00:27,384 at UT Health San Antonio Multispecialty 12 00:00:27,765 --> 00:00:29,144 and Research Hospital. 13 00:00:29,570 --> 00:00:31,489 Jesse and Allison, so great to have you. 14 00:00:31,489 --> 00:00:33,649 Thanks for being here. So excited to be 15 00:00:33,649 --> 00:00:34,149 here. 16 00:00:34,609 --> 00:00:36,289 Yes. It's great to have you. I wanna 17 00:00:36,289 --> 00:00:38,450 start us off with introductions here for our 18 00:00:38,450 --> 00:00:40,049 audience just to make sure they get to 19 00:00:40,049 --> 00:00:41,649 know you a little bit. Allison, I wanna 20 00:00:41,649 --> 00:00:43,170 start off with you. Share a little bit 21 00:00:43,170 --> 00:00:44,689 about yourself and and your work in health 22 00:00:44,689 --> 00:00:45,189 care. 23 00:00:45,655 --> 00:00:48,715 Absolutely. Well, nursing is actually my second career. 24 00:00:48,935 --> 00:00:51,414 I spent fourteen years as a high school 25 00:00:51,414 --> 00:00:53,755 teacher before taking the leap into nursing. 26 00:00:54,454 --> 00:00:57,015 And over the past sixteen years, I've worked 27 00:00:57,015 --> 00:00:59,354 in labor and delivery and in the intensive 28 00:00:59,495 --> 00:01:00,234 care unit 29 00:01:00,640 --> 00:01:02,259 and as a director of education 30 00:01:02,719 --> 00:01:05,620 experiences that all have really shaped my understanding 31 00:01:05,680 --> 00:01:07,620 of both patient care and team dynamics. 32 00:01:08,319 --> 00:01:11,519 I have a genuine passion for supporting novice 33 00:01:11,519 --> 00:01:12,019 nurses 34 00:01:12,400 --> 00:01:15,280 as they transition into professional practice, guiding their 35 00:01:15,280 --> 00:01:18,924 growth, their confidence, and development during that crucial 36 00:01:18,924 --> 00:01:21,245 first year is the most rewarding aspect of 37 00:01:21,245 --> 00:01:21,905 my work. 38 00:01:22,364 --> 00:01:24,844 What a great perspective to, excited to hear 39 00:01:24,844 --> 00:01:27,405 your thoughts with these coming questions here. Jesse, 40 00:01:27,405 --> 00:01:28,144 over to you. 41 00:01:28,590 --> 00:01:29,969 Yeah. Absolutely. So, 42 00:01:30,430 --> 00:01:31,969 my name is Jesse Scapinello. 43 00:01:32,670 --> 00:01:35,069 I have over fifteen years of experience in 44 00:01:35,069 --> 00:01:35,810 health care. 45 00:01:36,349 --> 00:01:38,349 Most of that has been spent in the 46 00:01:38,349 --> 00:01:41,549 emergency department here in Central Florida. So, really, 47 00:01:41,549 --> 00:01:43,914 my heart and soul are definitely in the 48 00:01:43,914 --> 00:01:45,935 emergency department and always will 49 00:01:46,394 --> 00:01:48,474 be. But for the last four years, I've 50 00:01:48,474 --> 00:01:49,515 had the, 51 00:01:50,234 --> 00:01:52,715 opportunity to serve as a clinical nurse executive 52 00:01:52,715 --> 00:01:53,454 at Elsevier. 53 00:01:54,075 --> 00:01:56,174 And I have the unique opportunity 54 00:01:56,554 --> 00:01:58,490 now to work with health care organizations 55 00:01:59,349 --> 00:02:02,069 across North America, so both in Canada and 56 00:02:02,069 --> 00:02:02,810 The US. 57 00:02:03,430 --> 00:02:04,890 Before joining Elsevier, 58 00:02:05,590 --> 00:02:08,310 and after leaving bedside, I really shifted my 59 00:02:08,310 --> 00:02:10,169 focus to the nursing informatics, 60 00:02:11,405 --> 00:02:13,824 realm with really the goal to help 61 00:02:14,284 --> 00:02:15,504 progress our profession 62 00:02:15,805 --> 00:02:18,865 and really ensure that we are always practicing 63 00:02:19,485 --> 00:02:21,425 at the top of our scope, 64 00:02:21,884 --> 00:02:24,044 and I love to continue the opportunity to 65 00:02:24,044 --> 00:02:25,185 do that here at Elsevier. 66 00:02:26,219 --> 00:02:28,379 Again, so great to have you both here. 67 00:02:28,379 --> 00:02:29,280 Such fantastic 68 00:02:29,740 --> 00:02:30,240 perspectives. 69 00:02:30,860 --> 00:02:32,060 I I was doing a little bit of 70 00:02:32,060 --> 00:02:34,139 research for this podcast, and one of the 71 00:02:34,139 --> 00:02:36,139 the statistics that really stood out for me 72 00:02:36,139 --> 00:02:38,985 that a recent survey showed that nearly forty 73 00:02:38,985 --> 00:02:39,485 percent 74 00:02:39,784 --> 00:02:42,425 of RNs intend to leave the field within 75 00:02:42,425 --> 00:02:44,604 the next five years, which is fairly significant. 76 00:02:44,985 --> 00:02:47,305 You also participated recently in a webinar that 77 00:02:47,305 --> 00:02:49,224 talked a lot about these issues and a 78 00:02:49,224 --> 00:02:51,324 lot about the challenges that they're there. 79 00:02:51,860 --> 00:02:53,620 What stood out to you as the most 80 00:02:53,620 --> 00:02:56,840 pressing challenges novice nurses face today, 81 00:02:57,459 --> 00:03:00,500 and what should leaders be paying closer attention 82 00:03:00,500 --> 00:03:02,259 to? Allison, would love to start with you 83 00:03:02,259 --> 00:03:02,919 on this. 84 00:03:03,620 --> 00:03:04,439 Thank you. 85 00:03:04,805 --> 00:03:07,525 Based on our recent webinar discussion, I think 86 00:03:07,525 --> 00:03:10,085 one of the most pressing challenges novice nurses 87 00:03:10,085 --> 00:03:11,385 face today is communication. 88 00:03:12,405 --> 00:03:15,045 Leaders should really recognize that there is a 89 00:03:15,045 --> 00:03:16,745 generational gap in communication 90 00:03:17,125 --> 00:03:17,625 styles. 91 00:03:18,245 --> 00:03:21,319 Technology plays a major role in that. Texting, 92 00:03:21,460 --> 00:03:22,360 secure messaging, 93 00:03:22,819 --> 00:03:24,199 less formal communications 94 00:03:24,659 --> 00:03:25,159 methods 95 00:03:25,620 --> 00:03:28,199 are often preferred by the Gen z nurses. 96 00:03:28,740 --> 00:03:30,759 Meanwhile, those of us from, 97 00:03:31,219 --> 00:03:34,955 older generations, Gen x, are more accustomed to 98 00:03:34,955 --> 00:03:38,495 structured communication such as providing that full paragraph 99 00:03:39,034 --> 00:03:40,974 of information or that full SBAR, 100 00:03:41,914 --> 00:03:43,775 report when sharing patient information. 101 00:03:44,794 --> 00:03:47,675 Leaders can bridge this gap by collaborating with 102 00:03:47,675 --> 00:03:51,000 their professional development departments to provide education and 103 00:03:51,000 --> 00:03:52,060 hands on training 104 00:03:52,360 --> 00:03:53,659 on Espar communication. 105 00:03:53,960 --> 00:03:56,620 Just as importantly, we must explain the why. 106 00:03:57,080 --> 00:04:00,700 Why structured communication improves clarity, patient safety 107 00:04:01,105 --> 00:04:02,085 and team efficiency, 108 00:04:02,545 --> 00:04:06,064 and why medical staff refer concise SBAR reports 109 00:04:06,064 --> 00:04:08,325 instead of 36 fragmented messages. 110 00:04:09,344 --> 00:04:11,265 Yeah. Jesse, I'm assuming it's similar for you 111 00:04:11,265 --> 00:04:13,585 as well. Again, communication plays such a big 112 00:04:13,585 --> 00:04:15,669 role in this, making sure folks understand why 113 00:04:15,669 --> 00:04:18,169 certain initiatives are being pioneered. And then, obviously, 114 00:04:18,310 --> 00:04:20,949 again, communication is so critical in this. Jesse, 115 00:04:20,949 --> 00:04:22,470 what does this look like for you? What 116 00:04:22,470 --> 00:04:23,669 stood out for you as some of the 117 00:04:23,669 --> 00:04:25,990 challenges that that you're viewing from where you're 118 00:04:25,990 --> 00:04:26,490 sitting? 119 00:04:27,185 --> 00:04:29,105 Yeah. Absolutely. And I think, you know, it's 120 00:04:29,105 --> 00:04:31,665 interesting because Allison and I sit in different 121 00:04:31,665 --> 00:04:34,225 roles in different places in the country, yet 122 00:04:34,225 --> 00:04:35,285 you still see 123 00:04:35,665 --> 00:04:39,024 kind of very similar themes. I think kind 124 00:04:39,024 --> 00:04:41,185 of the biggest thing that has always stood 125 00:04:41,185 --> 00:04:42,004 out to me 126 00:04:42,399 --> 00:04:43,860 is really this disconnect 127 00:04:44,160 --> 00:04:46,339 that nurses seem to have between 128 00:04:47,599 --> 00:04:48,339 the perception 129 00:04:48,720 --> 00:04:51,539 of nursing and coming out of nursing school 130 00:04:52,000 --> 00:04:52,500 versus 131 00:04:53,120 --> 00:04:54,660 being truly prepared. 132 00:04:55,675 --> 00:04:58,154 I heard someone call it transition shock the 133 00:04:58,154 --> 00:04:59,615 other day. I've heard 134 00:04:59,995 --> 00:05:02,654 reality gap between school and practice. 135 00:05:03,514 --> 00:05:05,514 And I think it goes back to what 136 00:05:05,514 --> 00:05:07,454 Allison said, and it's communication 137 00:05:07,914 --> 00:05:08,414 and 138 00:05:08,810 --> 00:05:10,509 having that open communication, 139 00:05:10,970 --> 00:05:14,029 having a a culture of feedback, 140 00:05:14,490 --> 00:05:17,550 not a culture of fear, and really celebrating 141 00:05:17,689 --> 00:05:19,149 our nurses when they do 142 00:05:19,769 --> 00:05:23,470 ask questions and look for evidence based information. 143 00:05:23,769 --> 00:05:24,269 And, 144 00:05:24,625 --> 00:05:26,964 you know, regardless of how they wanna communicate 145 00:05:27,105 --> 00:05:28,165 that with one another, 146 00:05:29,024 --> 00:05:32,064 celebrating the different ways that we communicate, but 147 00:05:32,064 --> 00:05:35,185 always really just driving it back to what 148 00:05:35,185 --> 00:05:36,644 does the evidence say 149 00:05:37,110 --> 00:05:37,850 and practicing 150 00:05:38,229 --> 00:05:39,370 safe nursing 151 00:05:39,829 --> 00:05:42,069 from day one out of nursing school all 152 00:05:42,069 --> 00:05:43,370 the way through our career. 153 00:05:43,990 --> 00:05:44,970 Yes. Yeah. 154 00:05:45,350 --> 00:05:47,689 The why is so important. Alex, you know, 155 00:05:47,990 --> 00:05:49,750 outlined that as well. Right? The why is 156 00:05:49,750 --> 00:05:51,750 so key in making sure that this actually 157 00:05:51,750 --> 00:05:54,444 works and and folks communicate correctly and and 158 00:05:54,444 --> 00:05:55,345 with each other. 159 00:05:55,805 --> 00:05:58,685 I wanna dive into the strategic piece of 160 00:05:58,685 --> 00:06:00,224 this a little bit and the organizational 161 00:06:00,685 --> 00:06:02,604 impact that all of this has. It has 162 00:06:02,604 --> 00:06:04,524 certainly has impact on people, but it also 163 00:06:04,524 --> 00:06:05,985 has a strategic impact. 164 00:06:06,550 --> 00:06:08,229 Similarly to the the research that I was 165 00:06:08,229 --> 00:06:09,850 doing and mentioned earlier, right, 166 00:06:10,229 --> 00:06:12,229 we found that the average turnover cost for 167 00:06:12,229 --> 00:06:14,709 a single staff RN in 2024 168 00:06:14,709 --> 00:06:16,550 reached $61,000 169 00:06:16,550 --> 00:06:18,789 right above over that in in April and 170 00:06:18,789 --> 00:06:21,235 six increase from the previous year. So it's 171 00:06:21,235 --> 00:06:23,254 only going up. It will be going up. 172 00:06:23,714 --> 00:06:27,014 With retention now both a strategic and financial 173 00:06:27,154 --> 00:06:27,654 priority, 174 00:06:28,355 --> 00:06:29,334 how are organizations 175 00:06:29,954 --> 00:06:31,334 adapting their approaches 176 00:06:31,829 --> 00:06:33,769 to recruitment, retention, education, 177 00:06:34,149 --> 00:06:34,649 etcetera, 178 00:06:35,029 --> 00:06:37,189 to really better prepare? Now, Allison, I'd love 179 00:06:37,189 --> 00:06:39,110 to hear what you're doing, right, to be 180 00:06:39,110 --> 00:06:40,410 able to achieve this. 181 00:06:41,029 --> 00:06:41,509 Yeah. 182 00:06:41,910 --> 00:06:45,370 Intentional interviewing has really become one of our 183 00:06:45,430 --> 00:06:47,129 priorities in this institution. 184 00:06:47,824 --> 00:06:50,464 When we interview candidates, we are not only 185 00:06:50,464 --> 00:06:52,705 looking for those individuals that have the degree, 186 00:06:52,705 --> 00:06:54,384 they have the skill, and they have the 187 00:06:54,384 --> 00:06:56,084 desire to work with us, 188 00:06:56,545 --> 00:06:58,964 but we're seeking those who have a genuine 189 00:06:59,024 --> 00:07:01,045 desire to become a part of the culture 190 00:07:01,185 --> 00:07:02,084 that we're building. 191 00:07:02,949 --> 00:07:05,290 Ours is a relationship based culture. 192 00:07:05,750 --> 00:07:08,569 And so during those interviews, we're asking relationship 193 00:07:08,710 --> 00:07:09,689 focused questions 194 00:07:10,230 --> 00:07:13,350 designed to uncover whether that candidate is eager 195 00:07:13,350 --> 00:07:14,730 to lean into teamwork, 196 00:07:15,564 --> 00:07:16,545 to develop meaningful 197 00:07:16,925 --> 00:07:17,425 relationships, 198 00:07:17,805 --> 00:07:19,504 to collaborate with others. 199 00:07:20,045 --> 00:07:22,144 Those are the individuals we wanna hire. 200 00:07:22,444 --> 00:07:24,785 We found that team members who are invested 201 00:07:24,925 --> 00:07:25,904 in their organization, 202 00:07:26,444 --> 00:07:28,464 who wanna be a part of shared governance, 203 00:07:29,220 --> 00:07:32,339 who are invested in the culture, policies, and 204 00:07:32,339 --> 00:07:34,599 the people are the ones who wanna stay 205 00:07:34,740 --> 00:07:36,579 to grow and to help shape the future 206 00:07:36,579 --> 00:07:37,319 of our organization. 207 00:07:38,579 --> 00:07:40,039 They have their own why. 208 00:07:40,660 --> 00:07:42,759 Yeah. Their own why. Exactly. 209 00:07:43,314 --> 00:07:45,314 The organization has a why, but they have 210 00:07:45,314 --> 00:07:48,435 their own personal why as well. Jesse, same 211 00:07:48,435 --> 00:07:50,194 for you. What does this look like? Again, 212 00:07:50,194 --> 00:07:52,194 you work with so many different folks, so 213 00:07:52,194 --> 00:07:53,254 many different organizations. 214 00:07:53,794 --> 00:07:55,334 Who is doing this particularly 215 00:07:55,634 --> 00:07:58,115 well, and what are you seeing work well 216 00:07:58,115 --> 00:07:59,095 in this context? 217 00:08:00,170 --> 00:08:02,569 Yeah. I think, you know, where I see 218 00:08:02,569 --> 00:08:04,670 it work well and kind of the mindset 219 00:08:04,889 --> 00:08:07,209 that I see work really well is is 220 00:08:07,209 --> 00:08:09,790 thinking of onboarding as a true investment. 221 00:08:10,649 --> 00:08:13,209 It's not an event. It's not, you know, 222 00:08:13,209 --> 00:08:14,670 just a blip in time. 223 00:08:15,185 --> 00:08:17,904 Yes. It's six, eight, twelve weeks on paper, 224 00:08:17,904 --> 00:08:20,645 but that onboarding is truly an investment 225 00:08:21,504 --> 00:08:24,225 into that individual. You're bringing them into your 226 00:08:24,225 --> 00:08:24,725 system, 227 00:08:25,185 --> 00:08:28,085 and and you're investing in in their time, 228 00:08:28,430 --> 00:08:31,149 in their future, and their career growth and 229 00:08:31,149 --> 00:08:32,050 really understanding, 230 00:08:32,910 --> 00:08:35,789 as Allison said, from from the interview process. 231 00:08:35,789 --> 00:08:38,370 So even before day one, what does 232 00:08:38,910 --> 00:08:41,470 career progression look like to them? What do 233 00:08:41,470 --> 00:08:42,370 those opportunities 234 00:08:43,274 --> 00:08:45,115 look like to them? And just making sure 235 00:08:45,115 --> 00:08:47,514 that that they're valued and they see the 236 00:08:47,514 --> 00:08:48,014 value 237 00:08:48,954 --> 00:08:50,815 in not only staying 238 00:08:51,355 --> 00:08:52,414 within an organization, 239 00:08:53,115 --> 00:08:55,514 but staying within our profession. We have an 240 00:08:55,514 --> 00:08:56,654 amazing profession 241 00:08:57,250 --> 00:08:59,350 and so many great opportunities, 242 00:09:00,610 --> 00:09:01,750 and just investing 243 00:09:02,129 --> 00:09:04,470 in those individuals and those opportunities 244 00:09:05,009 --> 00:09:06,710 in the education opportunities, 245 00:09:07,649 --> 00:09:09,330 I think is really what is going to 246 00:09:09,330 --> 00:09:10,230 make a difference. 247 00:09:11,075 --> 00:09:13,475 Yeah. Absolutely. And I wanna double click a 248 00:09:13,475 --> 00:09:15,955 little bit more on both of you mentioned 249 00:09:15,955 --> 00:09:18,514 the culture piece. Right? And, Allison, you you 250 00:09:18,514 --> 00:09:20,514 started it started your answer to our last 251 00:09:20,514 --> 00:09:22,195 question here with the culture piece, which is 252 00:09:22,195 --> 00:09:24,195 so crucial. And I wanna, again, dive into 253 00:09:24,195 --> 00:09:25,320 that a little bit more. 254 00:09:25,639 --> 00:09:27,980 What role do culture leadership and collaboration 255 00:09:28,360 --> 00:09:31,419 play really in creating this environment where 256 00:09:31,799 --> 00:09:35,259 especially novice nurses can thrive and and grow 257 00:09:35,799 --> 00:09:38,779 into those confident practitioners that we want to 258 00:09:38,840 --> 00:09:39,340 empower? 259 00:09:39,720 --> 00:09:40,220 Right? 260 00:09:40,804 --> 00:09:43,384 What's one focus leadership prioritize 261 00:09:43,845 --> 00:09:46,105 really to empower and build that culture? 262 00:09:47,125 --> 00:09:49,225 I think one priority is presence. 263 00:09:49,924 --> 00:09:53,284 Novice nurses need to know that their senior 264 00:09:53,284 --> 00:09:55,684 leadership is there and that they are supporting 265 00:09:55,684 --> 00:09:56,159 them. 266 00:09:56,559 --> 00:09:58,179 They need to know that 267 00:09:58,720 --> 00:10:01,679 they are someone that they can approach, that 268 00:10:01,679 --> 00:10:04,179 they're not just there when they're in trouble 269 00:10:04,720 --> 00:10:06,419 or when they do something wrong. 270 00:10:06,879 --> 00:10:09,620 A culture that is built on safety and 271 00:10:10,205 --> 00:10:10,705 education 272 00:10:11,325 --> 00:10:13,085 and a culture that's built on fear are 273 00:10:13,085 --> 00:10:16,365 two totally different things. And our senior leadership 274 00:10:16,365 --> 00:10:18,144 team really wants that, 275 00:10:18,845 --> 00:10:19,904 culture to be, 276 00:10:20,365 --> 00:10:21,804 hey. I see my c and o in 277 00:10:21,804 --> 00:10:23,644 the hall, and I have a question. Let 278 00:10:23,644 --> 00:10:26,259 me stop and ask her. She'll probably know 279 00:10:26,259 --> 00:10:28,360 the answer. Let me ask her what 280 00:10:28,740 --> 00:10:31,059 what my burning question is about nursing right 281 00:10:31,059 --> 00:10:31,559 now. 282 00:10:32,259 --> 00:10:35,700 We're actively empowering nurses. Is that what them. 283 00:10:35,700 --> 00:10:37,730 Yes. That's that's that's the question. 284 00:10:38,245 --> 00:10:40,964 Yeah. And be be there, be present, and 285 00:10:40,964 --> 00:10:43,284 have the the right mindset to say, hey. 286 00:10:43,284 --> 00:10:44,964 I'm making a decision, and I know you're 287 00:10:44,964 --> 00:10:47,125 supporting me in that decision. You're encouraging me, 288 00:10:47,125 --> 00:10:48,504 which is so, so key. 289 00:10:49,524 --> 00:10:51,764 Jesse, same thing for you. I'd love to 290 00:10:51,764 --> 00:10:53,304 know what you're seeing 291 00:10:53,690 --> 00:10:55,610 in that realm when it comes to culture 292 00:10:55,610 --> 00:10:56,990 and leadership. Right? 293 00:10:57,450 --> 00:10:58,350 How are organizations 294 00:10:58,730 --> 00:10:59,950 creating that environment 295 00:11:00,329 --> 00:11:02,570 specifically for novice nurses, and and what are 296 00:11:02,570 --> 00:11:03,789 you seeing from leaders? 297 00:11:04,570 --> 00:11:06,669 Yeah. And, you know, I just echo again 298 00:11:06,730 --> 00:11:08,509 what Allison said. I think 299 00:11:09,004 --> 00:11:11,105 psychological safety is so important, 300 00:11:11,565 --> 00:11:14,365 really, as the foundation of everything. And when 301 00:11:14,365 --> 00:11:16,065 you can create that culture 302 00:11:16,764 --> 00:11:17,585 of psychological 303 00:11:18,044 --> 00:11:18,544 safety, 304 00:11:19,004 --> 00:11:22,125 of nurses that feel empowered to speak up, 305 00:11:22,125 --> 00:11:25,179 to learn in the moment, to be leaders. 306 00:11:25,320 --> 00:11:27,019 I think that sets the foundation 307 00:11:27,399 --> 00:11:28,139 of everything. 308 00:11:29,000 --> 00:11:32,120 But then also challenge your leaders to to 309 00:11:32,120 --> 00:11:35,000 be vulnerable and to be curious and to 310 00:11:35,000 --> 00:11:35,500 create 311 00:11:35,934 --> 00:11:38,835 a culture of learning where learning is exciting 312 00:11:38,894 --> 00:11:42,274 and being curious about something is exciting. And 313 00:11:42,415 --> 00:11:46,254 sometimes challenging the status quo is exciting when 314 00:11:46,254 --> 00:11:48,915 you're doing it, you know, backed with evidence, 315 00:11:48,975 --> 00:11:52,220 then, hey. I saw this really interesting article. 316 00:11:52,360 --> 00:11:54,860 Have have we thought about trying this? 317 00:11:55,399 --> 00:11:58,200 That is when we elevate our career, and 318 00:11:58,200 --> 00:11:59,500 that is where we empower 319 00:12:00,519 --> 00:12:04,059 each other to challenge the status quo. And 320 00:12:04,345 --> 00:12:06,504 and when doing so is is seen as 321 00:12:06,504 --> 00:12:08,924 a strength. It's not a weakness. We're strengthening 322 00:12:09,065 --> 00:12:09,804 our teams. 323 00:12:10,184 --> 00:12:13,144 We're getting creative. We're having fun with it. 324 00:12:13,144 --> 00:12:16,184 And, you know, nursing is stressful, and we 325 00:12:16,184 --> 00:12:18,205 work long shifts, and it's hard. 326 00:12:18,559 --> 00:12:21,779 So really creating that culture where everyone feels 327 00:12:21,919 --> 00:12:22,419 empowered 328 00:12:23,199 --> 00:12:25,139 to come and do something good 329 00:12:25,679 --> 00:12:28,079 for their team, for their community, for each 330 00:12:28,079 --> 00:12:30,720 other, I think, really helps with all the 331 00:12:30,720 --> 00:12:33,120 other statistics that we talked about in that 332 00:12:33,120 --> 00:12:34,259 retention piece. 333 00:12:35,014 --> 00:12:37,335 I was going to say the foundation is 334 00:12:37,335 --> 00:12:39,254 always culture. We talk about so many of 335 00:12:39,254 --> 00:12:41,654 those little things, you know, the numbers and 336 00:12:41,654 --> 00:12:44,934 the strategies, but truly the foundational piece for 337 00:12:44,934 --> 00:12:46,154 everything to work 338 00:12:46,535 --> 00:12:48,695 is the culture element that you've both touched 339 00:12:48,695 --> 00:12:50,259 on, which is absolutely fantastic. 340 00:12:50,960 --> 00:12:53,360 Jesse and Allison, what a great conversation. Thank 341 00:12:53,360 --> 00:12:54,799 you so much for sharing all of your 342 00:12:54,799 --> 00:12:56,799 insights. I wanna turn the floor over to 343 00:12:56,799 --> 00:12:57,519 both of you. 344 00:12:58,000 --> 00:12:59,679 Anything else that we didn't touch on that 345 00:12:59,679 --> 00:13:01,600 you wanna leave our audience with today that 346 00:13:01,600 --> 00:13:03,440 we might have not talked about that's important 347 00:13:03,440 --> 00:13:04,004 to you? 348 00:13:04,325 --> 00:13:06,184 Allison, start off with you here. 349 00:13:06,965 --> 00:13:08,804 I just wanna leave the audience with, you 350 00:13:08,804 --> 00:13:11,524 know, your role as a leader is is 351 00:13:11,524 --> 00:13:12,825 to develop that culture 352 00:13:13,684 --> 00:13:16,485 and to develop that collaboration and creating an 353 00:13:16,485 --> 00:13:19,544 environment where novice nurses can thrive and grow 354 00:13:19,870 --> 00:13:21,330 into confident practitioners. 355 00:13:22,029 --> 00:13:24,050 That just it cannot be overstated. 356 00:13:24,670 --> 00:13:27,550 And the the culture of that organization can 357 00:13:27,550 --> 00:13:28,929 make or break that nurse. 358 00:13:29,389 --> 00:13:32,924 So when we lift those novice nurses up, 359 00:13:33,164 --> 00:13:36,065 we support them and they feel that support 360 00:13:36,205 --> 00:13:38,705 from leadership, from their peers, from, 361 00:13:39,485 --> 00:13:40,304 their educators. 362 00:13:40,924 --> 00:13:43,424 They're far more likely to build strong relationships 363 00:13:44,524 --> 00:13:47,584 and to foster collaboration across the entire organization 364 00:13:48,039 --> 00:13:48,860 and to stay. 365 00:13:49,480 --> 00:13:51,660 Absolutely. Jesse, anything else to add here? 366 00:13:52,200 --> 00:13:54,919 Yeah. I think, again, just like Allison said, 367 00:13:54,919 --> 00:13:57,000 I think, you know, we need to remind 368 00:13:57,000 --> 00:13:58,700 ourselves as leaders that 369 00:13:59,160 --> 00:13:59,660 education 370 00:14:00,279 --> 00:14:02,860 and empathy have to go hand in hand. 371 00:14:03,144 --> 00:14:05,964 And it's about setting that culture and understanding 372 00:14:06,024 --> 00:14:08,125 that nurses don't just need training. 373 00:14:08,664 --> 00:14:10,904 We need a sense of belonging. We need 374 00:14:10,904 --> 00:14:12,985 a team that we feel comfortable with. We 375 00:14:12,985 --> 00:14:14,985 need to be empowered to speak up and 376 00:14:14,985 --> 00:14:15,964 ask those questions. 377 00:14:16,700 --> 00:14:19,179 And, ultimately, we need to keep reminding ourselves 378 00:14:19,179 --> 00:14:20,240 that as we 379 00:14:20,700 --> 00:14:21,919 lead with 380 00:14:22,299 --> 00:14:24,320 evidence and we lead with empathy, 381 00:14:24,860 --> 00:14:28,299 we're we're really supporting our our mentors for 382 00:14:28,299 --> 00:14:31,100 tomorrow, our leaders for tomorrow, our educators for 383 00:14:31,100 --> 00:14:34,174 tomorrow. So we're not just empowering ourselves and 384 00:14:34,174 --> 00:14:36,975 our small teams. We're we're building up our 385 00:14:36,975 --> 00:14:39,294 community and and really making it a safer 386 00:14:39,294 --> 00:14:40,894 place to be and a great place to 387 00:14:40,894 --> 00:14:41,394 be. 388 00:14:42,174 --> 00:14:44,735 Jesse and Allison, what a wonderful note to 389 00:14:44,735 --> 00:14:46,414 end on. Thank you so much for taking 390 00:14:46,414 --> 00:14:47,850 some time for us today and and for 391 00:14:47,850 --> 00:14:49,289 sharing all of your insights. It's great to 392 00:14:49,289 --> 00:14:51,309 have you. Thank you so much. 393 00:14:51,929 --> 00:14:54,169 Yeah. Fantastic. We also want to thank our 394 00:14:54,169 --> 00:14:56,649 podcast sponsor Elsevier for bringing us together today, 395 00:14:56,649 --> 00:14:58,690 and you can tune into more podcasts from 396 00:14:58,690 --> 00:15:01,170 Becker's Healthcare by visiting our podcast page at 397 00:15:01,170 --> 00:15:03,750 beckershospitalreview.com.