The model's structure and implementation are different, but shares a common goal. It is about optimizing nursing care by nurses practicing at the top of their license. Importantly, nurse leaders have moved in the past towards implementing a rapid innovation cycle by asking for permission, working by achieving strong key performance indicators, and testing, improving and measuring what is measured.
5 Best Practices to Change 5 Best Practices
1. Cultivate a culture of change
Transforming successful care models requires a culture of embracing change and innovation. Nursing leaders feel that experiments are encouraged, creating an environment in which failure is considered learning opportunities, and empowering staff to contribute to continuous improvement.
2. Adopts a flexible framework
Those interviewed for the study highlighted the flexibility of innovation by highlighting that each unit has its own needs. The approach should be customized based on the unit's experience in experimenting with new models, patient populations, and patient vision levels. The conclusions are consistent with the findings of the IHI report. This underscores the need for adaptation strategies rather than strict frameworks.
“Workforce innovation must be customized at the unit level rather than applied as a one-size approach,” says Bethany Robertson of DNP, CNM, FNAP, Wolters Kluwer Health Learning, Research and Practice. “While different hospital units have different levels of vision and patient needs, the places where they are most open to change and the highest patient vision should be the starting point for innovation.”
3. Implement test and release models
Those interviewed for the survey advocate for a step-by-step approach to innovation. In the early stages of innovation, leaders use progress metrics such as nurse and patient satisfaction levels, as well as standard performance metrics such as cost reductions and improved care to measure which models are poised for positive long-term organizational impacts. Leaders suggest that nurse and patient satisfaction can evolve to become more habits beyond clinical and direct ROI outcomes.
4. Introducing a new type of training
The new model requires nurses to adapt to their evolving roles. Structured training in financial and outcome-based metrics, care transitions and digital health solutions provide nurses with the skills they need to adapt to changing healthcare environments and new risk-based arrangements.
Training is needed in healthcare businesses and areas that directly link to reimbursement, such as financial and outcome-based metrics (62%), early detection of behavioral health issues (54%), and ways to effectively manage communication and collaboration techniques (43%).
“Nurse has been trained in a certain way for decades,” Robertson said. “Moving to a team-based model or providing care with digital solutions requires cultural changes not only in training, but in the way nursing work is defined. Reducing these barriers is important for sustainable innovation.”
5. Earn stakeholder buy-in
Changes require frontline staff, leadership and union collaboration. Furthermore, it is important to engage skeptics early and demonstrate the impact of the data.
“Nurs demonstrate intelligence, adaptability and dedication to continuous learning as they lead hospitals in promoting innovation and professional development,” said Dahlia King, vice president of Novant Health's Center for Professional Practice Development, who was interviewed in the survey. “We practice according to the evidence, challenge norms to improve patient outcomes, and share successes to inspire others. In nursing, being smart is not an option. Being smart is the foundation of our culture, standards and commitment to excellence.”
Redefining the role of nursing
The role of nursing is expanding as health systems implement new care models. Over half (52%) of CNOS cited their position as a staffing priority for nurse informaticsists, highlighting the need for digital health, interoperability, and evidence-based practice expertise. Additionally, 62% of nurse leaders point out the need for nurse training in financial and outcome-based metrics, strengthening their shift towards value-driven care.
Survey respondents also emphasized the importance of cultural change. Those interviewed for the study believe that hospitals should promote an environment in which experiments are encouraged, rather than fearing. The nurse should not be afraid that they will get something wrong. In today's evolving landscape, nurse leaders need to not only promote innovation, but also develop a culture of workforce that embraces change.
Conclusion: The mission of change
Nursing-led innovation is more than just a response to the current crisis. Nursing-led innovation is the future of healthcare. The findings do not ask nurse leaders whether care models should be changed, but rather reinforce that care models enhance which speed care models can facilitate transformation. By integrating innovative frameworks, optimizing workforce models and promoting a culture of rapid cycle testing, nurse leaders are reshaping the future of patient care.
As one respondent appropriately said, “Our nurses are more than just caregivers. They are innovators, leaders, and evidence-driven experts shaping the future of healthcare.”
