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Hospital Impact has been ranked one of the top 50 healthcare blogs by Wikio.
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Ever feel fatigue or burnout? Do you know anyone else who has felt the same?
What do you do to help offset or reduce these feelings? How do you help your colleagues do so?
What triggers this or should I ask what doesn't trigger this?
Yesterday afternoon, we celebrated one of our nurses who received recognition among her peers. With National Nurses Week next week (Happy Nurses Week!), this was the beginning of our celebration.
As our system chief nursing officer detailed why this particular nurse was receiving recognition, our award-winning nurse started to realize she was the one being honored.
Nicole, the nurse being recognized, started to tear up even before her name was announced. Of course, there were not too many dry eyes (mine included) when you saw the impact this recognition meant to her.
She indicated she was having a really difficult day and this honor could not have come at a better time. She stated it reminded her why she went into this profession. I have talked about this in the past and question people regularly on what inspired them to enter their profession and what keeps them inspired.
Space and respect ... Do we provide this to each other and ourselves?
These are two very important parts of an optimal healing environment, based on the Samueli Institute framework. Space is supported under the element of "building healthy spaces" and respect under "cultivating healing relationships" and "creating healing organizations."
If you asked around, many healthcare professionals would say they do not have the time or even space to take a break or breather.
Here, I offer two suggestions for setting a basis for space and respect as your organization grows into an optimal healing environment:
How many of us can really say we enjoy feedback? Many people say they want feedback yet rarely seek it out like they would a good meal or vacation getaway.
Recently, our healthcare leadership team completed the Right People, Right Roles 360 Leadership Behavioral Assessment. It is designed with coaching in mind, with each leader developing a coaching plan specific to their focus areas.
Personally, I'm a big advocate of coaching plans and continuous leadership improvement. They can greatly impact leaders.
Connectivity is the key to our culture, as well as intentionally achieving our business objectives.
At my organization, it certainly supports our effort as an optimal healing environment (OHE), following the framework of the Samueli Institute.
The focus is on a person-centered approach. As individuals find deeper meaning and deeper purpose in their work, our patients and families benefit greatly. Frankly, we all do.
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