PONL 2024 Annual Conference Rapid Roundtable PRESENTATIONS

1. Addressing Ethical Dilemmas Utilizing the Moral Distress Map

 
Clinical nurses face ethically complex situations every day. Frontline nurse leaders are instrumental in addressing the moral distress within their teams, and helping to support staff navigate these situations that impact patients, families, and the rest of the care team in real time. When left unaddressed, moral distress may lead to burnout, job dissatisfaction and absenteeism. Ten nurse leaders from a Nurse Leader Ethics Fellowship led discussions about morally distressing situations experienced in their native practice areas with clinical nurses utilizing Denise Dudzinski’s Moral Distress Map (MDM). Over the course of a year, fellows facilitated an average of two to three sessions with their teams. The MDM breaks down morally distressing scenarios into six parts: emotions, sources, constraints, conflicting responsibilities, possible actions, and final action. Participants were surveyed pre/post intervention to assess ethical confidence and moral distress. This roundtable may interest nurse leaders who are looking for tools to navigate morally distressing situations seen in their clinical areas.

Presented by: 

 Kristin Hill, MBA, BSN, RN, CMSRN 
Nurse Manager, The Hospital of the University of Pennsylvania

 Jenna Chrisanthon, MSN, RN
Nurse Manager, The Hospital of the University of Pennsylvania

2. The Power of a Beachball: Increasing Staff Engagement at Huddles

Have you ever asked questions to a group of people and been faced with resounding silence? Now, think about this. Have you ever played volleyball? How do the two of these align? Engagement through the utilization of a teambuilding activity, such as a volleyball toss, can change the department culture to provide psychological safety amongst the team.

Presented by: 

 Latasha Kast, MSN, RN, CCRN, CNL, NE-BC, CNML
Unit Director, UPMC Harrisburg

3. Taking ACTION on Nurse Satisfaction!

This session illustrates how AHN Forbes Hospital improved NDNQI (National Database of Nursing Quality Indicators) RN Practice Environment Survey scores from meeting in only one category in 2022 to meeting in all categories in 2023. The session will outline a strategy and unique approach to action planning from the bedside nurses to the CNO that led to phenomenal results and setting the stage for the Magnet® journey.

Presented by: 

 Lynn Kosar, DNP, RN, NEA-BC
Chief Nursing Officer, AHN Forbes Hospital

 Janine Valko, MSN, RN, CEN
Magnet Program Director, AHN Forbes Hospital

4. Nurse Leader Professional Development in Surgical Services: A Comprehensive Approach

Front-line nurse leaders face challenges as the workforce continues to evolve post-COVID and have unique learning needs. The nursing surgical services institute at a regional healthcare system identified structured leadership development and training as an opportunity. This session will describe the design and implementation of a 10-month immersive professional development experience that enhances the perioperative nurse leader skills, fosters networking, integrates mentoring, increases job satisfaction, and promotes succession planning through five months of didactic training and five months of skills integration during a quality improvement project implementation. Investments in nurse leader development impact department operations, nursing culture, staff engagement, and nurse leader satisfaction.

Presented by: 

 Sara Angelilli, DNP, MS, RN, CNOR, NPD-BC 
Director Nursing Education & Professional Development, Allegheny Health Network

 Heather Meyers, MSN, RN, NE-BC
Perioperative Director, Allegheny Health Network

5. A Roadmap for Preparing Nursing Clinical Faculty and Preceptors

TBD

Presented by: 

 Amy Ricords, MEd, BSN, RN, NPD-BC
Director Nursing Professional Advancement, PA Action Coalition

6. Building Nursing's Future Together!
Student nurses’ preparedness for entry level practice has been significantly impacted over the past several years, while hospitals are experiencing a growing number of retirements and turnover. Bridging the experience-complexity gap is critical. This organization collaborated with local nursing schools to focus on the nursing student experience. Strategies included individual discussions with the Dean and CNO, group discussion with numerous university contacts and adjunct faculty, school of nursing and nurse resident surveys, innovative changes in nursing student clinical rotations, and the implementation of an Advanced Extern Program. Strategies used and outcomes experienced not only by the students, but the Healthcare organization will be shared.

Presented by: 

 Rita Linus, DNP, RN, NPD-BC
System Director Nursing Education, Main Line Health System

 Elizabeth Craig, DNP, RN, FACHE
Senior Vice President & Chief Nursing Office, Main Line Health System

7. Leading Through the Experience-Complexity Gap

The experience-complexity gap describes a phenomenon of a growing workforce of inexperienced nurses coupled with increasingly complex patient populations that has potential to place patient safety and quality at risk. Nurse leaders introduced innovative strategies to support, engage, and promote professional growth amongst new graduate nurses in alignment with key priorities from the Advisory Board Nursing Executive Center. Fundamentals skills trainings were employed to re-emphasize application of best-practice safety tools and critical thinking within high-fidelity simulation scenarios. Additionally, a new educator role was created to maximize the experience of expert nurses to provide “at the elbow” support for novice nurses on the nightshift. The health system experienced a decrease in nurse resident turnover, increase in confidence in fundamental skills, and improved perceptions of educator-support on the night shift after the implementation of these new strategies. It is essential for nurse leaders to invest in programs to prepare younger generations in the nursing workforce to grow confidence and competence in caring for complex needs of their patients.

Presented by: 

 Joanna Dixon, MSN, RN, NPD-BC, CEN
Lead Clinical Nurse Educator, Main Line Health

8. Bridging the Chasm: Collaborating to Infuse a New Generation of Nursing Professionals into the Workforce

As the demand for nurses increases, the scarcity of nursing faculty is creating a chasm between the supply and demand for nurses forcing nursing programs to consider innovative approaches to recruiting and retaining nurse educators. Collaborations between academic nursing programs and health care organizations is essential to meet workforce needs and to ensure quality health outcomes.

Presented by: 

 Melissa Snyder, EdD, FNP, CNE
Dean School of Nursing & Allied Health, Saint Joseph's University

 Patrizia Fitzgerald, DNP, RN, CNE, CHSE
Assistant Dean of Faculty Development & Curriculum Integration, Saint Joseph's University

9. Frontline Leaders Drive Practice Change and Reduce Length of Stay

Nurses practicing at their highest level of licensure can lead change, streamline care, improve outcomes, and create positive financial institutional impact. A nurse-driven diuretic infusion protocol, developed by a nurse-led multi-disciplinary team that changed the process for diuresis of acute decompensated heart failure patients and improved length of stay metrics, will be discussed. This work created efficiencies for nursing and providers and gave nurses confidence to develop another nurse-driven protocol. Utilizing nurse-driven protocols across other disease states or treatment modalities can support practice at highest level of licensure, create practice efficiencies, reduce work interruptions for clinicians and enhance nurse satisfaction.

Presented by: 

 Rebecca Mountain, DNP, RN

Program Manager: Heart Failure and COPD, Penn Medicine Chester County Hospital