Editor's Note: This guest post is written by by Nancy C. Lee, MD, deputy assistant secretary of health - women's health, and director of the office on women's health at the Department of Health and Human Services and Ana N. Fadich, MPH, CHES, vice president, men's health network.
Each year we ask women and men to take two weeks out of their routines to make their health a priority. In May, we ask women to take small steps to improve their health during National Women's Health Week (NWHW) (May 10-16). In June, Men's Health Week (MHW) encourages men to get regular preventive care (June 15-21). With NWHW behind us and now that we are in the middle of MHW, it's a great time to talk about how we can all team up for better health the other 50 weeks of the year!
We know that the healthiest decisions aren't always the easiest ones to make. But with support and encouragement from the people we love - particularly our partners and families - making smarter choices is easier. Let's make focusing on healthy behaviors and prevention a team effort.
Now's the time to team up with your partner to meet your health goals together. If you are not married, partner with a family member, friend, or coworker! Having someone else who is committed to the same things will make it easier for both of you to stick to a healthier lifestyle. Here are some small changes you can make today:
- Move more - together.Try changing the way you think about exercise. See it as quality time you can spend with your partner, kids, friends, or coworkers. Getting active with others is a lot more fun than slogging through a workout alone, so it's easier to stick with it. Need ideas? Take up a new sport, play tag with your kids at the playground, or take a brisk walk at lunchtime with your coworker. Having someone else to get moving with also makes motivation a little easier. You can hold each other accountable, and celebrate your achievements together.
- Experience the joys of cooking.Interested in saving money and eating healthier? Start cooking at home more often, and have your family help with the shopping, menu planning, and prep work. When you're the chef, you choose how big your portions are and know exactly what goes into your meals - both of which are important to weight management. Spice things up by trying new recipes and flavors at least once a month.
- Sync your annual checkups.Make sure you and you partner both get your annual checkups by scheduling your appointments at the same time, for the same day. If you both aim for a late-morning visit, you can pack a lunch and have a picnic together afterward. Over lunch, talk about how you can help each other reach your health goals.
That last one may feel a little strange at first. After all, we're used to the idea of exercising or eating with other people, but going to the doctor? There are benefits, though! If you're someone who feels anxious around doctors, knowing your partner is doing the same thing can give you much-needed support. If you have a hard time remembering what your doctor told you to do, talking it over with your partner afterward can help you keep track of the information. All women and men - even if they feel fine - need to receive routine care. Your annual checkup is a time to talk with your provider about how you're doing, how you'd like to be doing, and what changes you can make to reach your health goals. It's also a time to get preventive services and screenings. And thanks to the Affordable Care Act, most health plans must cover a set of preventive services at no cost to you, even if you haven't met your yearly deductible. For a complete list of covered services for adults, visit http://www.healthcare.gov/.
When you and your partner take steps for good health, not only are you helping each other stay healthy for the long-haul, but you're setting a positive example for your kids. It shows them that health is important and it's okay to talk about it. In fact, you should talk about it. Build an open line of communication with your kids, and help them feel comfortable coming to you with questions about their health. It's time we made health a family affair this week and every week. When you're healthy and happy, everyone wins!
Editor's Note: This guest post is written by Christine W. Clarke, RN, MS, ONC, educator, Houston Methodist Orthopaedics
When I reflect on the elements which persuaded my decision to become a nurse, I cannot ignore hereditary influence. Between my maternal grandfather's aunt serving with Florence Nightingale during the Crimean War and three of my aunts graduating as diploma nurses after WW II, I would say my genes are pretty entrenched in a passion for nursing!
My first job during college was working as a weekend secretary on an orthopaedic ward at a major medical center hospital in the northeast. It was then that I grew to admire the spirit of the "floor" nurse who wore a starched white uniform, nurse's cap, white stockings, white shoes, and a navy blue cape clasped at the neck worn during cold, snowy weather. I was in awe of how that uniform stayed a pristine white after an eight hour shift! Those nurses worked diligently to nurse adult patients with complicated musculoskeletal conditions. I loved to sit at the bedside with some of the long-term patients to listen to their stories. The head nurse wore many hats. She was the medication nurse who poured meds in the nurse's station from a locked wooden cabinet. She was acutely aware of each patient's condition and was prepared to give a succinct report to every attending MD at 0800. She also oversaw the role of the RN as they performed the patient assessment, dressing changes, and prepared the patient for surgery. The LVN answered to the RN, and there were no patient care assistants. The LVN took vitals, measured I&O's, turned scoliosis patients on Foster frames, monitored patients in restraints, and was expected to bathe every patient, while still having time to autoclave metal bedpans before the end of their eight hour shift. The nurse did it all and I was so excited to be a small part of their team!
Although I was told, "You should have been a nurse" many times during my life, I don't think I seriously considered going into the nursing profession until I experienced a life-changing event which happened to me as a patient at Houston Methodist Hospital. As an adolescent, I developed a chronic hip condition which leads to significant arthritic pain and immobility. The predictable treatment was total hip replacement. I was encouraged to wait as long as possible to receive the most reliable implant which would improve my quality of life, a life without chronic arthritic pain. A nurse from our church recommended a well-known, highly respected orthopaedic surgeon at Methodist. At 40 years old, I underwent hip replacement surgery. I remember waking up in a private room, surrounded by my family; and best of all, I was free from hip pain!
My nurses were experienced orthopaedic nurses who exhibited a kind, and caring passion in the art of nursing. I trusted them with my life. Because of my positive experience from an inpatient perception, I felt a strong urge toward following the Golden Rule, that is, to "give back." Could I be a nurse? My hip was fixed, but I was unsure I could endure the physical demands required of a nurse. My final nudge was from my husband who said, "There is nothing wrong with your brain - go back to school and become a nurse." That gentle push was what I needed to fulfill my need to give back to those who changed my life.
I have since graduated with my Master's degree and have shared my personal story thru pre-operative teaching to hundreds of elective joint replacement patients which have included nurses, pharmacists, physicians, and high-profile individuals.
As I approach the age of retirement along with many of my nurse colleagues, I urge graduate nurses to consider entering the specialty of orthopaedics. There is no question that nursing is a stressful profession. The orthopaedic patient population envelopes many more co morbidities which go hand in hand with chronic and acute musculoskeletal disorders. Arthritis may be accompanied by the challenge of immobility and obesity, drug or alcohol dependency, depression, hypertension, and/or diabetes. Mobilizing ortho patients may be physically exhausting; but the rewards of watching a patient walk straight and tall, with minimal pain, just a day after surgery, allows one to quickly forget how physically demanding ortho nursing can be. I can only hope that sharing my experience has made a difference!
By Corina Wilkin, BSN, RN
The American Organization of Nurse Executives (AONE) and Emergency Nurses Association (ENA) recently held a ‘Day of Dialogue' to discuss how incidents of violence are currently addressed in hospitals. AONE includes lateral violence, or bullying, between colleagues (e.g. nurse/nurse, doctor/nurse) in their definition of workplace violence. According to the Workplace Bullying Institute (WBI) workplace bullying is partially defined as repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that:
- is threatening, humiliating, or intimidating
- sabotages or interferes with work impacting productivity of the victim
- includes verbal abuse
- is non-physical violence and is sub-lethal (unless the victim commits suicide)
- is driven by perpetrators' need to control the targeted individual(s)
- is initiated by bullies who choose their targets, timing, location, and methods
- includes acts of commission (doing things to others) or omission (withholding resources from others)
- requires consequences for the targeted individual
- escalates to involve others who side with the bully (through peer pressure or coercion)
- undermines legitimate business interests when bullies' personal agendas take precedence over work itself
- is akin to domestic violence
"Being bullied at work most closely resembles the experience of being a battered spouse. The abuser inflicts pain when and where she or he chooses; keeping the target (victim) off balance knowing that [lateral] violence can happen on a whim, but dangling the hope that safety is possible during a period of peace of unknown duration. The target is kept close to the abuser by the nature of the relationship between them -- husband to wife or boss to subordinate or co-worker to co-worker," (WBI website).
The WBI states that the "most easily exploited targets are people with a desire to help, heal, teach, develop, and nurture others. Targets generally do not respond to aggression with aggression. But the price paid for apparent submissiveness is that the bully can act with impunity (as long as the employer also does nothing)." According to the 2007 WBI - Zogby Survey, 45% of targeted individuals suffer stress-related health problems. WBI reports that victims suffer negative consequences to end the abuse as follows:
- 28% quit voluntarily
- 25% were forced out (constructive discharge)
- 25% were terminated
- 11% transferred to other jobs in the same organization
As a victim of workplace bullying, I can relate to other WBI. When I have talked to my direct supervisor about these issues, she has spent time counseling me to improve my response to my bullies. This leads me to question my own behavior when it is not my behavior that is the problem. The most recent bullying incidence involved a coworker popping a latex balloon in my presence and announcing to our entire office that people with latex allergies should not be in the office. Yes, I have a latex allergy. When I complained to my boss she asked what I could have done differently. The ‘dream job' has turned into a living nightmare.
I have a history of childhood bullying. The cumulative effects of a childhood history pockmarked with bullying along with the past 20 months of being victimized in the workplace has led me to withdraw a little more every day. I suffer because of my bullies' behavior. According to the WBI that is generally the case. They wrote that only 11% of perpetrators experience negative consequences (5% terminated, 6% punished) resulting in a ‘no consequence rate' of 89% for bullies."
I have myriad questions. Questions a battered spouse likely asks him- or herself.
- Why me?
- Is it my fault?
- Do I need to change?
- If so, how?
- Am I crazy?
- Am I awful?
- Do I deserve it?
- Am I ‘that' person no one wants around?
- Why don't ‘they' like me?
- Is it true when my boss tells me these are issues I'd have at any other hospital?
- Would another hospital even want me?
- Am I the problem?
Every day it is a little harder for me to come to work. As my family's primary wage earner, I don't have the luxury of removing myself from the situation without making provisions. And the longer I stay the more the harmful effects accumulate and whittle away my professional sense of self as well as my sense of safety in the workplace.
Hell, what am I talking about? I have no sense of safety in the workplace. I know another attack is coming. But I am not ready for it. I will never be ready for it.
American Organization of Nurse Executives, Mitigating Violence in the Workplace, http://www.aone.org/resources/PDFs/Mitigating_Violence_GP_final.pdf 2014
Workplace Bullying Institute, http://www.workplacebullying.org/individuals/problem/being-bullied/, 2014
Editor's note: Guest blogger Samer Koutoubi, MD, PhD, is program director and faculty member, public health at American Public University
The health and well-being of Americans should be the top priority of Congress. So why is Congress considering removing $900 million in public health funding from the Centers for Disease Control (CDC) in FY 2016?
The proposal to repeal the Prevention and Public Health Fund will make public health professionals weak and unable to protect the health of our people and communities. This is unacceptable.
The deep cut in FY2016 will reduce and/or remove existing funding for key preventive services and programs for chronic diseases such as obesity, cardiovascular disease and stroke, diabetes, and cancer. This will be disastrous for our country, especially for low-income Americans, and other who benefit from the Supplemental Nutrition Assistance Program (SNAP).
Dr. George Benjamin, American Public Health Association executive director said, "In the face of fiscal pressures, we look forward to working with the administration and Congress to reverse austerity measures that prevent adequate investment in programs that promote and protect public health."
What we need to do?
Nurses and other health care professionals - as well as patients and others who will be significantly impacted by these cuts--should contact local, state, and federal officials and tell them to invest in the public health system to save lives and money. These funds are needed to keep America healthy.
While the new 2016 proposed budget has deep cuts in key public health programs, new programs have been funded especially in the areas of global health security. For more information, please visit the U.S. Department of Health & Human Services HHS 2016 budget, visit www.hhs.gov/budget.
Editor's Note: Guest blogger Ronda McKay, DNP, CNS, RN is chief nursing officer and vice president of patient care services at Community Hospital, Munster, Ind.
My recent article - Using Technology to Enhance Nurse Safety - generated quite a bit of response from members of the nursing community. The discussion is important, as such discourse helps to move our profession forward. I would like to take this opportunity to emphasize some points that I think should be added to this conversation:
1. Safety is an important concern for all healthcare workers, especially nurses. According to Top 10 Patient Safety Concerns for 2015, a recently released report from ECRI Institute, a non-profit research organization, "managing patient violence" should be a top priority for all healthcare organizations. Our organization, Community Hospital, Munster, Ind., is addressing this important challenge, and others should follow suit. The button on the real-time locating systems (RTLS) badge allows our nurses to summon help immediately when faced with patient violence. The system also helps to improve nursing workflow - patient calls are automatically cancelled when the nurse enters the room, so the nurse focus on the patient rather than the button on the wall.
2. The use of RTLS is just one of a variety of initiatives that we have in place to keep workers safe. It is a single, but important, component of a multi-faceted security program that includes a variety of strategies and technologies designed to keep our staff safe.
3. Healthcare organizations need to create healthy working environments for their workers. Leaders and managers need to communicate freely and openly with staff about workplace practices, policies and procedures. Perhaps more important, though, leaders need to abide by the "actions speak louder than words" rule and make sure their organizations not only talk about but actually nurture environments of trust. Indeed, it's this communication and follow-through that leads to a healthy and happy work environment, not the fact that an organization does or does not use a particular technology - such as RTLS.
4. We fully understand the "big brother" concerns associated with RTLS. That's why we clearly spelled out the expectations and intended purpose for using RTLS before implementing the system. Even more important, organizations then need to actually use RTLS in the expressed manner (i.e. to improve workflow, enhance safety or track assets - not to monitor employee breaks or keep tabs on employee movement). For example, if an organization adopts RTLS in an effort to improve workflow - and then uses the technology to make it possible for clinicians to spend more time at the patient bedside, the RTLS will be warmly embraced. Of course, if an organization does monitor clinicians' break time and uses the information in a punitive manner, clinicians will quickly dismiss RTLS, and the benefits of the system will never be realized. Overall, when RTLS is implemented to accomplish specific goals - and then is only used for this express purpose - concerns about the technology being used to covertly keep tabs on workers quickly dissipate.
In sum, succeeding with RTLS, as with any other technology, takes much more than simply implementing the solution. To truly benefit from any innovation, organizations need to create and nurture a culture that can truly support the use of technology solutions for the greater good.
Editor's Note: This guest post is written by Stephanie Noblit, MLS(ASCP)CM, who blogs for our sister publication ADVANCE for Laboratory.
Earlier this May, at ASCLS-Pennsylvania's state meeting, I attended an educational session entitled, "When Professionals Meet: Bridging the Gap between the Laboratory and Nursing." Like most medical laboratory professionals, my opinion of nurses isn't exactly a positive one. So, I was intrigued to hear what the speaker had to say. The presenter was Lucinda Manning, who works in the immunohematogy reference laboratory at ARUP laboratories. Interestingly, Manning is certified as both an MLS and an RN. Unlike us lab techs hidden away in the basement or the nurses up on the floors, Manning has experienced both sides. Seeing her credentials, I figured that this woman may have the answer to the age old question on why lab professionals and nurses just can't get along.
The humor website Uncyclopedia's page on medical laboratory scientists, describes nurses as, "the med tech's arch nemesis and rival." Although you may wholeheartedly agree with that statement when you are being yelled at by a nurse over the phone, it is statements like these that only further create a divide between the two professions. Manning told us to think of a hospital like a wheel with each spoke being a different category of hospital personnel. Then she told us to imagine how the wheel would work if you took one of the spokes away. It was easy for us to imagine how taking away the lab would affect the hospital: no lab, no results. We soon realized, however, that every other personnel area was equally as important as the lab.
The thing Manning stressed in her presentation was that nurses and lab professionals are very different, but we both have a major thing in common and that is our concern for our patients. Often times, we accuse one other of not caring for the patient, but it is not that either side neglects the wellbeing of the patient; we just show we care in different ways. For example, a lab person will not report out a result until they are confident their instrument is working properly through the use of QC. On the flip side, a nurse wants to quickly determine a care plan for their patient so they can get them on the road to recovery. Our intentions are the same, but the different styles of thinking between nurses and the lab causes things to become lost in translation.
Recently, an article entitled, "13 Things this Lab Scientist Wishes Every Nurse Knew," went viral among lab professionals. While every bullet point in the article has crossed my mind numerous times, the truth is that I have the upmost respect for nurses. I know that they are up there on the front lines dealing with patients every day, and I know I could never do what they do. The bottom line is everyone's main concern is the patient, and the only way our patients can receive the best care is if we all work together and respect each other.
By Jamil King, National Sales Manager, Panasonic
As the role of nurses has evolved throughout the years, so too have the mobile computing tools they depend on in the fast-paced healthcare environment. Being on the front lines of patient care, nurses have often been the early adopters of different technology to aid in delivery of patient care - from beepers to "computers on wheels" to PDAs. As faster information retrieval and better documentation tools have become imperative in the healthcare industry, many are looking to next-generation mobile computing tools to increase productivity, reduce costs, and provide more accurate and efficient patient care.
Despite the excitement around mobile computing in the mHealth arena, 93% of nurses in for-profit facilities stated they do not have computers in each room or hand-held/mobile devices to aid in the EHR requirements, according to the Q3 2014 Black Book EHR Loyalty survey. This lack of IT resources has a dramatic effect on nurse workflow patterns and inevitably leads to time taken away from patient care. In this environment where all staff are driven to operate at the top of their license, every minute of time savings and every improvement in accuracy and efficiency is critical to improving outcomes.
Recent innovations in mobile computing technology are the physical manifestation of the industry's rapid rate of change - from 4K displays to view medical imagery more clearly, to integrated barcode readers to use in medication management, to smaller and lighter tablets that fit in a pocket but offer the same processing power as a desktop computer - every new innovation addresses a genuine concern identified by the preceding group of healthcare professionals. Every move the industry makes toward providing nurses with effective mobile computing solutions translates into better, more efficient patient care.
As mobile computing has evolved over the years, equally so has nursing as a career. Nurses are now not only providing care, but working behind the scenes in IT purchasing and implementation, as well. A 2014 survey of more than 3,000 nurses found that 70 percent of respondents agreed nurses play an important role in medical device integration. With this in mind, a relatively new specialty has evolved - the nursing informatics specialist, a discipline that "integrates nursing science, computer science, and information science to manage and communicate data, information, knowledge, and wisdom in nursing practice," according to HIMSS. It is clear informatics nurses will continue to be instrumental players in the analysis, implementation, and optimization of advanced information systems and emerging technologies that aim to improve the quality of patient care, while reducing costs.
As nursing professionals continue to excel within the healthcare industry at all levels of leadership, their understanding and acceptance of technology will continue to propel the use of digital tools, mobile computing included, into an integrated health experience. Nurses know that mobile, point-of-care computing solutions provide a way to effectively leverage information technology to advance both clinical productivity and patient care quality.
Interested in the growing importance of informatics nurses in the healthcare information technology environment? Check out the 2015 HIMSS Impact of the Informatics Nurse Survey to view the full results and infographic.
Guest blogger Rebecca Bone, MSN, RN is assistant professor, Tennessee State University
Indeed, a nursing faculty shortage exists within nursing programs across the nation. Many institutions of higher learning are choosing to fill nurse educator positions with advanced practice nurses, in particular, nurse practitioners. As this may appear to be a quick fix for a serious problem, filling educator positions with individuals that lack formal nursing education curriculum presents a number of challenges for practitioners as well as students.
Nurse Practitioners definitely possess exceptional clinical knowledge, but many quickly discover they are treading on unfamiliar territory when attempting to enter the nurse educator arena. Often, they lack the skills to effectively communicate knowledge for student learning to occur. Most students complain that practitioners have a tendency to teach above the level of the average nursing student's comprehension. Frequently, nurse practitioners assume the student has prior knowledge of certain content, when in fact, sufficient learning has not occurred which hinders the student from progressing to higher level concepts. This false assumption retards student learning.
Nurse practitioners who lack formal training in nursing education struggle with the daily responsibilities of the nurse educator role. Many do not understand the theoretical concepts of teaching and learning, much less using Bloom's Taxonomy to guide item writing to effectively evaluate student learning. They certainly are baffled when asked to link course learning outcomes with program learning outcomes. These are essential skills that must be mastered in order to be an effective nurse educator. Practitioners know what the NCLEX is, but don't understand the importance of the NCLEX blueprint. Therefore, practitioners frequently experience and express frustration when assuming nurse educator roles without acquiring formal knowledge.
The purpose of post article is to enlighten practitioners who are contemplating nurse educator positions to the challenges that have been observed and reported. Many have a false sense of the nurse educator role, not realizing that it is common practice to devote evening and weekend hours for lecture preparation and/or examination construction. In addition, nurse educators are expected to participate in university activities, be active members of professional organizations, and engage in research. Thus, the role of the nurse educator can be very overwhelming at best and most often undervalued.
By Rose Sherman, EdD, RN, NEA-BC, CNL, FAAN
Research reported in March 24/31, 2015, issue of JAMA has opened a nationwide discussion about the pay inequality in nursing. The study findings indicate that male nurses make on average $5,100 more than their female colleagues. The data was drawn from National Nursing Samples conducted between 1988 and 2008 and American Community Surveys conducted between 2001 and 2013. The research team included two RNs - Dr. Ulrike Muenich from the University of California and Dr. Peter Buerhaus, a well-known workforce researcher at Vanderbilt University Medical Center. While none of the surveys used were originally targeted to look at pay inequity, the researchers were able to control for demographic differences, job position, hours worked and a variety of other factors as they evaluated pay.
The salary gap existed in all specialties except orthopedics and all positions including management. The monetary differences ranged from a low of $3,792 in chronic care to a high of $17,290 in nurse anesthesia. The study has limitations in that only 7% of the total sample were men. No specific reasons for the inequalities were identified. Nursing experts have speculated that men may be better salary negotiators, women may take lower paying positions with more flexibility to raise children, and some organizations may offer higher salaries to male nurses to diversify their workforce. This is the first study published on this topic and more research is clearly needed.
Although there may be missing pieces to the puzzle, the research findings provide compelling evidence that there are pay inequalities in nursing. This is a troubling trend in a predominantly female profession long believed to offer equal opportunity to both sexes. It has resulted in a call to action from leaders in professional nursing associations for Executive Nurse Leaders in organizations to review wage data by gender for employees in equal positions with comparable experience to identify any bias in pay. Likewise, female RNs seeking positions should do more due diligence in organizations to insure that there is pay equity for both sexes.
There is a sense of urgency to rectify this problem. With 3 million Baby Boomers turning 65 each year between 2014 and 2034, it is anticipated that Generation Y (born 1980-2000) will be 50% of the nursing workforce by 2020. Workforce shortages are anticipated across all specialties. Generation Y nurses look to work in healthy environments where there is leadership transparency and equity in how they are rewarded. Their technological abilities and the availability of websites such as www.glassdoor.com will enable them to more easily identify organizations where there are pay inequities between men and women. If they find inequality, they are more likely than any generational cohort that preceded them to leave an organization and seek other opportunities.
Wise leaders will look at this research and take action now.
Rose O. Sherman is the Blake Distinguished Professor in Nursing and Director of the Nursing Leadership Institute in the Christine E. Lynn College of Nursing at Florida Atlantic University. She can be reached at firstname.lastname@example.org.
Muench, U., Sindelar, J., Busch, S.H. & Buerhaus, P.I. (2015). Salary Differences between Male and Female Registered Nurses in the United States. Journal of the American Medical Association. 313(12), 1265-1267.
By Violet Edwards, Nursing Student BSN, Medgar Evers College
I wish to convey my concern for the safety of nurses. We are faced with challenges and risks each day on the job and are expected to provide safe quality care, yet our safety is constantly compromised. Latex allergy is still a problem in the hospitals and I am partially happy that you brought this topic to light.
I agree that “nothing in the world can be latex free," but it is imperative that all hospitals aim to be latex safe. Nurses are expected to give safe quality care so therefore their environment should be conducive to such. As stated in the article, latex gloves are not the only medium of allergy for the nurse in the workplace so creating a latex resource nurse to work with the latex committees is not solving the problem.
Some nurses are forced to leave areas that they love because of their latex allergy. They end up in areas that are less fulfilling and hence they get bored and leave the job while the hospital loses a potential great employee. This should not have to happen seeing that there are other alternatives such as being latex safe.
I understand that to make a facility latex safe is costly, but I think that if its done at other hospitals and it works well then all hospitals should adapt the principle. It may end up costing the same or more to put into place the ALAA recommendations than to create a latex safe hospital. It is fair to say that some action is being taken to protect the nurse, but much still needs to be done to ensure that the nurse is safe in order to practice safely.
Walking to an early morning breakfast event at the Association of periOperative
Registered Nurses (AORN) conference, held March 7-11, I kept thinking of my
friend, Lisa. Still recovering from a double mastectomy and reconstructive
surgery during her fight with breast cancer, she would often attend shows with
me in the past to cover events for our magazines. On March 9, I was attending
the launch of the Medline Pink Glove Dance Video Competition. As I walked into
the large gala room, it was flooded with pink lights and nearly 1,000 nurses were
getting ready to kick off the competition. I sat down at a table with nurses
from Boston, Kansas and Nebraska to eat my food, but we were soon all jumping
to our feet as we began to honor breast cancer survivors through the joy of
The Medline Pink Glove Dance is the only campaign to
unite nearly 200,000 healthcare professionals, patients, survivors and
communities to share hope for a cure and honor those affected by the disease.
Breast Cancer survivor and former “Dancing With the Stars” host Samantha Harris
danced side-by-side with the nurses and shared her personal cancer journey.
“I knew I was in the right place when I walked into
the Breast Center at St. John’s Hospital in Santa Monica, Calif. Nurses held my
hand, listened to me and I never felt alone,” Harris said at the event. “Cancer
had a chance to break me down but I was determined to fight back with strength
Nurses will be highlighting the very first Pink Glove Dance video, as well
as last year’s winner and other ones at www.advanceweb.com/nurses to
inspire you to challenge your colleagues to enter your dance moves. The
competition is running in its fifth year and includes the U.S., Canada and
Panama. To register, go to http://www.pinkglovedance.com/.
According to the American Cancer Society, 1 out of 8
women in the U.S. will develop breast cancer in their lifetime. I’m thankful
every day my friend, Lisa, is cancer free. With support from Medline, which has
donated more than $1.6 million to the National Breast Cancer Foundation, more
awareness of the disease will be able to be spread throughout the community to
help those numbers finally reach zero.
By Eileen Sullivan-Marx, PhD, RN, FAAN
Mark Twain famously said: “Age is an issue of mind over matter. If you don’t mind, it doesn’t matter.” There is a good amount of truth to his words but – try though we might – we cannot think away the aging process. As we get older, there will come a time when we will find ourselves in the care of healthcare professionals. When that time comes, I want to know that my well-being is in the hands of dedicated individuals who know how to not only care for me in ways that are sensitive to my unique needs, but are also solidly based in the latest evidence and carefully established protocols.
Those are important criteria. That is why when it comes to my health I, like many others, know to put my trust in nurses. Nursing interventions have long proven to have a substantive and positive impact on patient care and outcomes. When identifying the best and most appropriate interventions for older adults, a growing number of healthcare facilities look to NICHE (Nurses Improving Care for Healthsystem Elders). NICHE is an internationally recognized leader in nurse-led interventions that address critical health issues older adults face every day. The NICHE program aims to improve how older adults receive care by affecting change at the healthsystem level. To date, this approach has been highly effective, with the NICHE program successfully implemented in more than 620 facilities.
This spring, nurses and healthcare providers will meet in Lake Buena Vista, Fla., for the 2015 Annual NICHE Conference “Innovation Through Leadership.” Join us from April 14-17 as we celebrate the numerous successes at our NICHE facilities. Then be part of our ongoing discussion about what we – as nurses and healthcare leaders – can do to ensure that our older patients receive the quality care they need and deserve.
Whether you have been involved with NICHE for years, or are just now beginning to explore this innovative program, the 2015 Annual NICHE Conference is a must-attend event. Where else can you hear about the latest innovations and initiatives being developed by NICHE sites and leading experts in geriatric care? When you leave, you will take with you a wealth of information and innovative ideas that you can adapt for your facility.
We are privileged to have two very interesting and knowledgeable keynote speakers at the conference this year. Our first is Eric A. Coleman, MD, MPH. Dr. Coleman is professor of medicine and head of the division of Health Care Policy and Research at the University of Colorado Anschutz Medical Campus, where he leads The Care Transitions Program. Our second keynote speaker is Patricia Quigley, PhD, MPH, ARNP, CRRN, FAAN, FAANP. Dr. Quigley is associate director of the VISN 8 Patient Safety Center of Inquiry, where she is nationally recognized for her work in patient safety, nursing, and rehabilitation.
What else does NICHE have in store for you over the four-day event?
· 57 panel presentations during which speakers will present evidence-based approaches to promote positive outcomes.
· Over 110 poster presentations that will dive into key topics like transitions, cognitive impairment, medication, and patient safety.
· Our new roundtable sessions with 27 presenters who will facilitate discussions on cognitive behavior, patient safety, and transitions.
As for me, I will kick-off the conference with opening remarks on Tuesday, April 14. After that, I look forward to spending the rest of my time learning about the remarkable accomplishments being made by all of you. I anticipate getting a lot of useful ideas from you – ideas that NICHE can use to further build on its already outstanding program, ensuring you continue to make a positive impact in the lives of your patients through your relationship with us.
I hope you will be able to attend this important event. For a complete list of conference information and to register, please visit: http://conference2015.nicheprogram.org/.
Eileen Sullivan-Marx is dean of New York University College of Nursing. NICHE is based at the college and has over 620 hospitals and healthcare facilities from the US, Canada, Bermuda, and Singapore in its network.
Gutowski, MSNc, BSN, and Ryann Nocereto, MSNc, BSN
years, hospital administrators and staff nurses have reported dissatisfaction
with the level of preparedness of new graduate nurses. Despite decreased
availability of clinical sites, a shortage of faculty members and an increase
in student volume, schools of nursing have been given the task of improving the
quality of graduating nursing students.
nursing have partnered with healthcare organizations to create an immersion program
for senior nursing students, coined the “Capstone Experience.”
community hospital in Connecticut, Capstone students are accepted from in-state
baccalaureate programs. Students choose their top areas of interest and are
placed on units with staff nurses who possess a desire to mentor. This provides
students with the opportunity to explore various specialties in a structured
environment. As experienced nurses, we have noticed that this initiative is
innovative and effective in preparing student nurses to enter the
program pairs students one-on-one with a selected preceptor on any hospital
unit. Students become immersed in the role of staff nurse and are coached
through performing full assessments, applying ordered interventions, taking
part in interdisciplinary collaboration, and communicating using the SBAR
technique. Students follow their preceptor once a week for eight hours during
the last semester of their senior year. This program serves as preparation for
their upcoming graduation and transition into the nursing profession.
completion of their Capstone experience, students report feeling an increased
level of confidence, improved assessment skills, and a positive career outlook.
In addition, hired nurses with Capstone experience have displayed a solid
knowledge base and ability to adapt in their role as a patient's primary nurse.
In turn, this creates improved retention rates and increased job satisfaction
among new hires. Preceptors report a sense of satisfaction watching the student
evolve from novice to advanced beginner at the completion of the program.
members at our hospital have responded positively to graduate nurses with Capstone
experience. The program has shown to produce quality nurses who possess an
understanding and increased level of comfort related to patient care.
nurses should champion Capstone projects in their facilities to bridge the gap
between academia and clinicals. With continued use of this immersion program,
hospitals can expect to see competent new graduates with a true understanding
of the nursing profession.
Gutowski is staff nurse, PACU, and Capstone preceptor; and Ryann Nocereto is staff
nurse, surgical unit and Capstone Clinical Nurse Educator, both at Middlesex
Hospital, Middletown, Conn.
For nurses, 2014 has been challenging. Just saying the word Ebola stirs up a host of images in our minds. What once was only found across the ocean made its way to the United States, and nurses were heavily involved in the care of patients - as well as becoming patients themselves. Day after day, headlines updated the world on the well-being of those who were sick, as well as the controversial decisions of one nurse being quarantined after caring for patients in Africa. Infection control practices throughout hospitals across the country were under scrutiny, as were nursing ethics.
Ebola was a large issue this year, but other nursing topics that have been in the spotlight include bullying, the ADN versus BSN controversy, and the challenges new grads face entering the profession.
Looking beyond these issues, ADVANCE highlighted hundreds of nurses working long hours doing what they do best - tirelessly caring for their patients.
As we look forward to 2015, it's important that you recognize all that you contribute to your job and the importance of giving back some of your passion to yourself. There are always challenges around the next corner, which makes it imperative to take care of who you are first, so you can continue to care for others.
But how can you keep your well-being intact as you head into 2015? Throughout this holiday season, take the time to relax, have fun, and be yourself - spend time with your kids, visit family members, find quiet time to do what makes you happy.
I have the greatest respect for nurses and what they do, and I don't think many are recognized for the dedication they give to their patients and the healthcare profession in general. The most important thing is to be proud of what you do. One way ADVANCE wants to recognize nurses and their hard work is through the 2015 Best Nursing Team contest. Beginning Dec. 15, you can enter your team and showcase all the great work you do.
Visit http://nursing.advanceweb.com/Web-Extras/Online-Extras/Best-Nursing-Team-2015.aspx to tell us all the great work you've done over the past year. All you need to do is write a short essay highlighting the programs you've worked on to improve patient care and healthcare initiatives. Take some time to share your successes. We want to hear from you.
By Maureen Girard, RN, BSN, MBA, vice president, Marketing Management, Medical Products
Healthcare in the U.S. has experienced a dramatic shift throughout the past decade. From an increase in chronic illness and a growing aging population to the changing models in coordinated care, employees in the healthcare field, most notably nurses, are facing increasing demands. To help celebrate and bring renewed appreciation to the men and women who are at patients' bedsides day in and day out, Cardinal Health created a campaign to inform and inspire the nursing community.
RNspire, a largely digital program hosted through Facebook, is a community dedicated to recognizing nurses for their countless contributions to the healthcare industry. In the spirit of Thanksgiving, we launched a campaign encouraging fans to share ‘Thank You Notes' to showcase their appreciation to family, friends and colleagues.
The campaign was a success with more than 500 shares and further encouraging dialogue with nurses from across the country. All three campaigns have collected stories and shared special experiences from nurses stretching from New York to California. AmeriCares will receive a $5,000 donation from the Cardinal Health Foundation as a result of these shares.
As leaders and active contributors to multidisciplinary teams, nurses continue to play an important role within the ever-changing healthcare system, and constantly rise to the challenges to ensure quality and safety, care and compassion. It's because of nurses like Marvin Delfin, staff nurse at Trinity Mother Francis, and Leanne Jewell, nurse in the mother-baby unit at South Miami Hospital - both recent winners of RNspire competitions - that we created and maintained this program. It has been so inspiring to read the comments and stories that have been collected since the launch in early May.
So, tell me, what inspires you as a nurse?