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Global Learning Innovation: Addressing the SDGs in an Interprofessional Partnership in Cyprus
No full textBackground/Purpose: Recognizing the importance of interprofessional educational experiences and graduating global citizens, nursing must think creatively to develop learning opportunities for global interaction. Challenges exist in offering study-abroad nursing experiences as curriculums are very full, controlled for content, and oftentimes accelerated. Building interdisciplinary collaborations outside of health may provide an untapped, innovative opportunity for building partnerships to enhance global educational outcomes. This presentation describes a unique partnership between nursing and geography designed to develop students’ understanding of the Sustainable Development Goals (SDGs) from diverse perspectives.
Methods: Our brief study abroad experience in Cyprus integrated joint field immersion experiences focused on the SDGs impact and inter-connectedness, targeting health and well-being and sustainability. Combining separate and integrated didactic experiences across two courses enabled students to get content-specific information and brought them together for joint interprofessional experiences to identify commonalities and differences in approaches to tackling and meeting SDGs.
Results: We integrated many field immersion experiences, both modern and historical, with a focus on how most SDGs intertwine with SDG #3 – Health and Well-Being. One example, The Paphos Mosaics UNESCO World Heritage Site provides a valuable and beautiful record of everyday ancient life. We integratied joint learning projects based on ancient mosaics that easily link with many of the sustainable agricultural, geographical, and infrastructure SDG priorities in Cyprus. These mosaics connect to SDG #3 providing evidence of the Mediterranean diet and vineyards, self-care through the Roman baths, and Greek mythology about romance, sexual relations, and, even, violence.
Conclusions: Combining learner- and content-focused approaches provided students with critical-thinking and learning opportunities that brought together insights from unique global and discipline perspectives not found in standard curriculum. Outstanding student evaluations described this first-of-its-kind course as “radically different way to learn from and with each other” and a way to “bring ideas together to help us learn as students but also grow as people”. Presentation includes insights for successful design and implementation connecting global learning across disciplines
General Anesthesia with Adductor Canal Block for Knee Arthroscopy
Get PDFKnee arthroscopy is the most commonly performed outpatient orthopedic surgery in the United States. Although knee arthroscopy is considered minimally invasive, postoperative pain control remains problematic. Uncontrolled postoperative pain prolongs recovery and mobility, decreases patient satisfaction, and contributes to an increase in opioid consumption. The ideal anesthetic for knee arthroscopy provides quality analgesia, limits opioid consumption, and permits rapid ambulation and recovery. Knee arthroscopy can be performed under neuraxial or general anesthesia with or without a peripheral nerve block (PNB)
Identification and Management of Difficult Airways
Get PDFAirway management is a critical aspect of anesthetic practice, particularly in patients presenting with multiple clinical signs indicating a potentially difficult airway (DA). This case report examined utilization of the difficult airway algorithm in a 48-year-old male patient who presented for maxillomandibular advancement surgery due to chronic obstructive sleep apnea (OSA). Despite advancements in airway management technology, the incidence of adverse events remains a concern, particularly in patients with anatomic characteristics consistent with DA. The creation and use of standardized protocols to include these recommendations for DA management optimizes patient outcomes by reducing errors in practitioner judgment. This poster presentation includes tools to be used for the identification and management of DA, including a clinical practice algorithm to follow when DA is suspected during the preoperative period
Non-ventilated prone positioning in the COVID-19 population
Get PDFIn the population of confirmed COVID-19 positive patients on a telemetry unit, will proning every 2 hours result in a decreased length of stay for the intervention group (patients that prone) as opposed to the control group (patients that receive standard of care) over a period of 9 months (2021-2022)
Emotional Intelligence Development in Baccalaureate Nursing Students
Get PDFThis cross-sectional comparison aimed to examine the emotional intelligence scores of junior and senior baccalaureate nursing students using the Emotional Intelligence framework (Salovey & Mayer, 1990).
The specific aim was to answer the question: Are there differences in emotional intelligence scores between junior and senior nursing students
Developmental Redesign of a Pediatric Treatment Room
Get PDFThe purpose of this study was to improve satisfaction for pediatric patients and their families through the implementation of a developmentally friendly treatment room. The treatment room, on an 18 -bed general medical surgical unit in a Magnet designated, quaternary pediatric hospital, was redesigned in an evidence-based developmental [email protected]
Comparative Analysis of Patient Acuity Tools: Enhancing Nursing Efficiency With an EHR Acuity Tool
Get PDFIntroduction: This study aims to contrast a mobility acuity tool with an objective, comprehensive patient acuity tool (PAT). The mobility acuity tool subjectively describes the patient’s ability to perform activities of daily living (ADLs) based on a progressive Likert scale. A comprehensive PAT is a standardized system that can be integrated into electronic health records (EHR), quantifying the severity of a patient’s condition and evaluating identified nursing tasks to determine the level of care required in an evolving twenty-four-hours.Purpose: This study will explore the differences in scope, implementation, nurse perception, and key performance indicators between a mobility tool and PAT.Method: A comparative research design was conducted to evaluate the two tools. A SWOT analysis was assessed to determine the effectiveness of a mobility tool that captures acuity levels using four guiding inquiries with a score on a progressive Likert scale (one to five). The PAT was examined for its integration into the EHR, categorizing a range of workload indicators.Key performance indicators, including patient satisfaction, nursing job satisfaction, and retention rates, were collected and analyzed to evaluate the effectiveness of the mobility tool. Additionally, survey data was gathered from RNs to assess their perceptions of a mobility tool and explore the benefits of integrating a holistic PAT into the EHR.Additionally, participants were asked to partake in a Healthy Work Environment Assessment Tool (HWEAT) to gauge the progress in establishing and sustaining a healthy work environment.Results: The analysis revealed significant distinctions in the perceptions of the effectiveness of a mobility tool as a comprehensive acuity tool. While helpful in assessing physical mobility, the mobility tool requires more consistency due to its subjective nature and limited scope, leading to inequitable workload distribution according to 64% of the surveyed RNs.Results from the HWEAT survey revealed a need to address several themes identified by the HWE Standard that impact a healthy working environment for RNs. Preliminary scores within the scoring guidelines of somewhat healthy (3.00-3.99) and needing improvement (\u3c3.00) are as follows: skilled communication (3.06), true collaboration (2.93), appropriate staffing (3.96), meaningful recognition (3.50), and authentic leadership (3.62). Postliminary implementation data is a limitation because the PAT has not been implemented
Climbing Collectively: Clinical Ladder Modernization Leveraging Shared Decision-Making
Get PDFThe clinical ladder program (CLP) at a large Texas healthcare system is a strategy for enhancing professional well-being through fostering a culture of professional development. An opportunity to evaluate and enhance the CLP arose with an impending change to the workforce management solution that would no longer support the current compensation model. Intentional inclusion of direct care nurses (DCN) allowed for shared decision making (SDM) on the CLP changes.
In addition to compensation changes, inclusion of diverse generational needs, diversity/equity/inclusion, and well-being considerations enhanced the CLP. With direct input from DCN groups, the CLP enhancements correlate more contemporary professional/organizational needs of time reduction, increased activities, leveraging technology, support through the process, and clear guidance.
The impact of the CLP transformation is evident through: improved communication between nursing, human resources (HR), and compensation teams; increased participation in the CLP; and enhanced employee engagement. The interprofessional partnership with HR and compensation required overcoming barriers in place due to siloed work. Frequent communication and open dialogue strengthened relationships that will further benefit future work. Utilizing SDM throughout the process was lengthy, but necessary. Often DCN are overlooked as participants in conversations of compensation or program change but provide vital expertise that led to overall enhancement of the CLP.
The work was done through rapid change cycles, meeting to enhance and refine the CLP with DCN. The DCN elevated current needs that would lead to improved satisfaction of the CLP and provide opportunity for increased participation. The HR partners participating directly in conversation with DCN stakeholders removed barriers of relayed communication and delayed responses. Leveraging the CLP digital platform, reduced timeframe, and improved peer support, give the program appeal to a wider group of DCNs. With the primary goal of the CLP modernization being program sustainability, this engagement ensures that the CLP remains relevant and effective.
As a large healthcare organization, each entity holds its own culture, but the CLP is scalable across all entities. It is important to revise and modernize CLP with significant input from DCN to provide program sustainability and desirability. The CLP showcases tools that can be adopted by different organizations and widely applied
Self-Leadership Boosts Collaboration and Patient Outcomes
Get PDFSelf-leadership is a pivotal concept that enhances the capacity of healthcare professionals to engage in and promote interprofessional collaboration. Self-leadership involves the ability to self-motivate and manage one\u27s actions through behaviour-focused strategies, constructive thought patterns, and natural reward strategies (Neck, et al 2020). Nurses fostering self-leadership, develop a heightened self-awareness that enables them to recognize when to seek support and collaborate with other healthcare professionals effectively. Nurses who exhibit strong self-leadership skills are more likely to engage in proactive communication and collaboration with their colleagues, utilizing interprofessional resources to improve patient outcomes (Matahela & van Rensburg 2023). This collaboration is crucial in complex care environments where teamwork and shared decision-making significantly impact the quality of care and patient safety (Dresser, et al 2023). By integrating self-leadership with interprofessional collaboration, healthcare professionals can create a supportive network that enhances patient care and fosters a resilient healthcare workforce (Jooste & Roux 2014).
This study explores the role of self-leadership among nurses in promoting interprofessional collaboration, particularly in managing patient deterioration.
This research employed a qualitative exploratory design using focus group discussions with nurses at a private hospital in Pretoria, South Africa.
The findings highlighted six themes namely responsibility and autonomy, compassion and care, support and collaboration, learning from experience, teamwork, and appreciation and recognition. These themes underline the interconnectedness of self-leadership and interprofessional collaboration in nursing practice.
Self-leadership enables nurses to take initiative, make informed decisions, and seek assistance when necessary, fostering a collaborative environment that improves patient outcomes. The study demonstrates that interprofessional collaboration, supported by self-leadership, creates a safety net for both nurses and patients. This collaborative approach not only facilitates timely interventions but also contributes to the professional development of nurses by enriching their skills and boosting their confidence
Building a High-Performing Critical Care Outreach Team: Transforming Care and Collaboration
No full textThe Critical Care Outreach Team (CCOT) at our large urban university medical center has become a cornerstone of patient safety and care, driving a significant cultural shift in rapid response and interdisciplinary collaboration from 2014 to 2024. Through the adoption of the six American Association of Critical Care Nurses (AACN) Healthy Work Environment standards, the CCOT has not only reduced cardiac arrests outside of critical care areas but also fostered a collaborative relationship based on trust, clinical excellence, and patient safety among ward staff that has transformed the culture of Rapid Response activations.
Clinical excellence has not been the only key to the CCOT’s successful implementation. The development of strong interpersonal relationships with bedside nurses and providers has empowered them to escalate care earlier, building trust with the process of the rapid response system. Over time, this trust has resulted in more frequent early interventions, contributing to better patient outcomes. The increase in Rapid Response utilization from approximately 14 activations per month in 2014, to more than 150 Rapid Response activations per month in 2024 is a testament to the shift in safety culture and the work of the CCOT. The team also seeks opportunities to improve early identification of patients at risk for deterioration, utilizes data-driven practices, participates in continuous quality improvement, and strives to provide the right nurse, at the right time, at the bedside of a patient at risk for clinical decline. This model provides the acute care RN the support, safety, and education at the point of care to learn how to implement the best interventions for their patients when they need it most.
Beyond urgent patient care, the CCOT promotes professional identity for all nurses, emphasizing the role of each nurse in providing care for every phase of the patients’ hospitalization. Through authentic leadership, meaningful recognition, and collaborative decision-making, the CCOT has demonstrated how a cohesive and dedicated team of critical care nurses, can not only save lives but also enhance the overall work culture. This model of care transformation offers valuable insights for healthcare leaders seeking to promote interdisciplinary collaboration, support bedside staff, improve patient outcomes, and promote healthy work environments