Nursing Unit Resuscitation Using ABC s ~ Attitude, Behavior Communication and Collaboration Sharon McEwen RN BSN CCRN Unit Director, Surgical ICU UPMC Shadyside, Pittsburgh, PA
UPMC Shadyside Pittsburgh, Pennsylvania
Learning Objectives At the end of the presentation the participant will be able to: 1. Describe steps needed to create a culture of: Trust Teamwork Respect Professional Growth and Development 2. Understand the impact unit culture makes on recruitment and retention.
Staff must have a positive Attitude Behave Professionally Communicate and Collaborate effectively to achieve positive patient outcomes.
Time Line 2007 New UD: Monthly Staff Meetings & Employee of the Month Unit Self Assessment & Communication Workshop Unit Reassessment January March May June September Unit Education Sessions AACN Beacon application process started
Time Line 2008 Shared Governance started & weekly E-Newsletter Nurses Week Poster Presentation on VWP* Communication Workshop #2 January March May August September Beacon Application submitted; Implemented VWP New Staff SICU Orientation Development Program & Pre- Op Surgical Tours * Ventilator Weaning Protocol
Began to see positive results and return on time and emotional investments in 2009 picture
Time Line 2009 April June September Nurses Week First Place Winner Impact on Patient Outcomes for VWP First Place Winner Quality Fair for Innovation on VWP Special Recognition Award from Shadyside Hospital Foundation - $500!
June 2009
Congratulations SICU UPMC Shadyside SICU Awarded the Prestigious Beacon Award 10
AACN Standards for Creating a Healthy Work Environment 1 Skilled Communication True Collaboration Effective Decision Making Appropriate Staffing Meaningful Recognition Authentic Leadership
Accomplishments Before 2007 Vacancy rate 40% Level III nurses 2 CCRN Certified 3 Patient complaints 2/month Falls 6/year BSN prepared staff 6 2009 AFTER! Vacancy rate 0% Level III nurses 8 CCRN Certified 13 Patient complaints 2 in 8 months Falls 2 in 9 months BSN prepared staff 14 12
Communication classes were mandated for all staff resulting in more effective communication between nurse to nurse and physician to nurse relationships.
Effective communication between nurse and physician begins with Situation Background Assessment Recommendation
TRUST is a big part of communication Trust one another Respect for all Use good judgment Share expectations/needs/concerns Thank and acknowledge
Mission Statement Our mission is to uphold a level of professional nursing care that is not only beyond what is expected, but to which is entitled for each patient every day. To provide patients and their families with honesty, compassion and mercy, never losing sight of our own convictions to teach others while continuing to educate ourselves. Throughout this mission, we pledge to listen, learn and contribute to a path that we as individuals have chosen, but as a group will undeniably and forever protect, respect and uphold.
Building Relationships UNO (Unit Night Out) Employee of the month Annual Recognition Dinner
Healthy Nurse Physician Relationships Needed to create a productive, safe and satisfying environment No Tolerance Standard set by Medical Director and Unit Director True Collaboration
No Tolerance Standard!@#$%* *&% Physician peer review Accountability Preceptors Charge nurses Level III staff nurses Clinician
Autonomy Effective Decision Making Nurse Driven Ventilator Weaning Protocol Accountability peer to peer accountability Evidenced Based Practice Nurse Driven Research
Appropriate Staffing Effective match between patient needs and nurse competencies Synergy results when the needs and characteristics of a patient, clinical unit or system are matched with a nurses competencies Unassigned charge nurse 1
Meaningful Recognition Nurse certification celebration Annual recognition dinner Employee of the month Wall of Fame
Authentic Leadership Open door policy Transparency Empowering of staff Role modeling Effective listening skills
Staff Accomplishments Development of Nurse Driven Ventilator Weaning Protocol Nurse Driven Research Unit Based Continuing Education Shared Governance Council Professional Organization Involvement
DAISY AWARD
Final Thoughts Change is difficult and can be uncomfortable. Old Friends may be lost along the way. Unit Culture can only survive if the hospital culture is supportive and shares the same values.
UPMC Shadyside Magnet Announcement March 16, 2010
Magnet Moment March 16, 2010 Rooted in Caring Guided by Innovation
A new leader has to be able to change an organization that is dreamless, soulless, and visionless.someone s got to make the wake up call Warren Bennis
Questions? Sharon McEwen (412) 623 3572 mcewensr@upmc.edu
Reference American Association of Critical Care Nurses (2009) retrieved from http://www.aacn.org