Capella FPX 4005 Assessment 4

Capella FPX 4005 Assessment 4

Name

Capella university

NURS-FPX4005 Nursing Leadership: Focusing on People, Processes, and Organizations

Prof. Name

Date

Stakeholder Presentation

Hello, my name is _______. Today, I’ll present an interdisciplinary plan addressing nurse burnout at Texas Children’s Hospital. This issue poses a threat to staff retention and care quality. Our evidence-based strategy focuses on collaboration, mental health support, and sustainable scheduling improvements to reduce burnout.

Presentation Objectives

This presentation aims to:

• Explain how interdisciplinary collaboration can address nurse burnout.
• Summarize an evidence-based action plan and resources required for implementation.
• Illustrate real-world applications of change and leadership models in healthcare.
• Highlight financial and staffing considerations for sustainability.
• Propose measurable evaluation criteria to assess the success of the intervention. 

Organizational Issue – Nursing Burnout

The stressful environment found in pediatrics creates a major problem related to nurse burnout in healthcare places like Texas Children’s Hospital. Taking care of critically ill or injured children, comforting families, and working with diverse emotions is the main source of stress for pediatric nurses. When combined with long hours, lower staffing levels, and a lack of backup, nurses end up struggling physically and mentally (Shah et al., 2021).

Burnout directly contributes to reduced job satisfaction, absenteeism, and high turnover rates. It also compromises patient care, leading to medical errors, lower patient satisfaction, and an increased risk of adverse outcomes. It is essential to address this issue through a collaborative effort, as it benefits the nurses and ensures high-quality care for children. When nursing leaders, mental health experts, HR, and clinical staff are involved, everyone has a supportive environment to share roles and ideas.

Implications of Unresolved Burnout

If nurse fatigue remains a concern, it can have a serious impact on both staff and the healthcare facility. If burnout is not addressed, it contributes to more employees leaving, creating a workforce shortage, increasing the budget for hiring new staff, and leading to the loss of experienced personnel. Additionally, if nurses are sleepy or bored, the likelihood of errors occurring and patients feeling dissatisfied increases. As hospital care declines, its reputation may be harmed, patients might trust it less, and its revenue could drop (Jun et al., 2021). A multidisciplinary team is necessary to effectively cope with burnout. Combining the input of nurses, mental health workers, and administrators helps organizations introduce successful plans that support wellness, boost results, and revive workplace satisfaction.

Evidence-Based Plan to Address Nurse Burnout

Burnout experienced by nurses exposes pediatric services to important issues with maintaining the workforce and protecting patients. Due to the special needs of children’s care, this subject is especially important at Texas Children’s Hospital. The team includes clinical nurses, mental health professionals, nursing leaders, and hospital administrators. Thanks to our diverse team, we can address burnout through various approaches, including mindset, management, and procedures.

The primary objective of the plan is to prevent nurse burnout, enhance nurses’ willingness to remain employed, and improve the quality of patient care. The plan begins by ensuring that mental health support is available to all. Both on-site counseling and workshops on mental health topics are created to encourage nurses to talk about their mental health, reducing the stress, anxiety, and burnout they face (Cohen et al., 2023). People who lead the workshops specialize in caregiver trauma and compassion fatigue.

The plan also seeks to update the current scheduling process to ensure workers are treated fairly and have balanced responsibilities. The primary objective of this approach is to manage fatigue, a significant contributor to burnout (Yasmine et al., 2024). Additionally, we are forming peer groups where nurses can freely discuss their job-related stresses and learn how others manage them. They increase togetherness, which studies confirm can decrease loneliness and emotional tiredness (Simms et al., 2023). Each approach has been included because studies indicate that a multifactorial effort, involving teamwork, is very effective in lowering burnout and improving nurses’ satisfaction. The team will be responsible for ensuring that the IT project is implemented, monitored, and continually improved.

Implementation of the Plan 

To operationalize this interdisciplinary plan, we are incorporating several evidence-based tools and frameworks to ensure effectiveness and sustainability. Interprofessional communication improves when the SBAR method is used. Using a specific structure in handing off care, meetings, and emergencies helps medical professionals avoid errors and unnecessary stress caused by gaps in communication (Ghosh et al., 2021). By using it, teams become more coordinated, and staff members are happier with their jobs. This tool has been successfully implemented at institutions like the Mayo Clinic, resulting in measurable improvements in team coordination and staff satisfaction.

Second, Solution-Focused Brief Therapy (SFBT) is introduced to improve emotional resilience among nurses. SFBT focuses on what is working rather than on problems, helping staff build confidence and resourcefulness (Jerome et al., 2023). This approach is especially effective in brief counseling sessions and resilience workshops, and it supports a growth mindset that is essential in high-stress environments like pediatric units. 

Implementing the plan will utilize Lewin’s Change Model, which begins with unfreezing, proceeds to changing, and concludes with refreezing. When unfreezing, staff will learn about the consequences of burnout and the positive sides of change. While we transition, we make adjustments to our support and guidelines. Ultimately, updates to government policies are made, and feedback is gathered on an ongoing basis. Leadership will guide the initiative’s progress. We are practicing Transformational Leadership by motivating individuals, considering each person’s unique needs, and aligning on a shared vision for both wellness and success. The findings from Deng et al. (2022) suggest that this model facilitates organizational changes. All this information helps form a unified strategy that can be adapted and utilized by pediatric nurses to address burnout.

Financial and Human Resources Management 

This plan can only succeed if both human and financial resources are well managed. The job of human resource management is to encourage nurse educators, mental health experts, and other professionals to facilitate training, counseling, and communication among various groups. Nurse leaders will guide staff members in undergoing training for SBAR and SFBT. Supportive teamwork can be encouraged by having regular wellness and huddle sessions. Managers are responsible for ensuring the plan is implemented correctly, paying attention to employees’ mental health, and keeping others accountable.

This way of working is supported by the American Nurses Association (ANA) when it comes to preparing teams for challenges. It follows the lead set by the Cleveland Clinic, which has wellness champions among its nurses (Cleveland Clinic, 2022).Financial resources for addressing nurse burnout at Texas Children’s Hospital will be effectively managed by leveraging existing infrastructure and reallocating current wellness program budgets. The hospital will utilize resources such as counseling rooms, digital communication systems, and internal scheduling platforms, avoiding major capital expenditures.

Costs for external consultants and resilience training, estimated between $15,000 and $20,000 annually, will be planned within the operational budget. To ensure cost efficiency, sessions will be scheduled during low-traffic hours, thereby minimizing overtime. The return on investment will be monitored through key metrics, including nurse retention rates and burnout survey scores (Alanazi et al., 2023). By strategically aligning resources with outcomes, the hospital ensures sustainability, improved staff morale, and enhanced pediatric care without financial strain.

Evaluation Criteria for Project Success

To evaluate the success of the interdisciplinary plan addressing nurse burnout at Texas Children’s Hospital, evidence-based criteria will be applied across four key domains: nurse turnover rate, burnout levels, patient care quality, and staff engagement.

• Reduction in Nurse Turnover Rate: One critical metric is a measurable decrease in annual nurse turnover. According to the literature, a successful wellness intervention can reduce nursing turnover, particularly when it incorporates emotional support and scheduling adjustments (Cohen et al., 2023). 
• Burnout Survey Scores: The Maslach Burnout Inventory (MBI), an evidence-based tool, will be used pre- and post-implementation to assess changes in emotional exhaustion, depersonalization, and personal accomplishment (Oró et al., 2021). This tool effectively demonstrates the statistical improvements in burnout, which are relevant to nurses in Texas Children’s Hospital. 

Capella FPX 4005 Assessment 4

• Patient Care Quality Indicators: Improvements in patient outcomes (e.g., reduced medication errors, improved satisfaction scores) will also be used as success indicators. As outlined by the literature, high nurse satisfaction and reduced burnout correlate with safer care delivery and improved patient outcomes (Jun et al., 2021). 
• Staff Engagement and Program Participation: Attendance at wellness sessions and feedback from peer support groups will be tracked. Evidence from Simms et al. (2023) suggests that consistent staff engagement in peer support programs is associated with improved morale and the long-term success of burnout initiatives.

These criteria, backed by validated tools and national benchmarks, will ensure a comprehensive and evidence-based evaluation of the project’s effectiveness. 

Conclusion

In conclusion, addressing nurse burnout through an interdisciplinary team approach is essential for improving staff well-being, patient care quality, and organizational performance. At Texas Children’s Hospital, the collaborative plan incorporates evidence-based strategies such as wellness sessions, optimized scheduling, and peer support to reduce stress and enhance engagement. Effective management of human and financial resources ensures sustainability and minimal disruption to operations. Evaluation criteria, like turnover rates, burnout scores, and staff participation, will guide ongoing improvements. By integrating proven interventions and leveraging real-world data, the initiative supports a healthier workforce and a more resilient care environment. This model offers a scalable solution for addressing burnout across pediatric and broader healthcare settings.

References

Alanazi, R., Bahari, G., Alzahrani, Z. A., Alhaidary, A., Alharbi, K., Albagawi, B., & Alanazi, N. H. (2023). Exploring the factors behind nurses’ decision to leave clinical practice: Revealing causes for leaving and approaches for enhanced retention. Healthcare, 11(24), 3104–3104. https://doi.org/10.3390/healthcare11243104 

Cleveland Clinic. (2022, April 1). Wellness champions help fuel activities based on organic interests. consultqd.clevelandclinic.org. https://consultqd.clevelandclinic.org/wellness-champions-help-fuel-activities-based-on-organic-interests 

Capella FPX 4005 Assessment 4

Cohen, C., Pignata, S., Bezak, E., Tie, M., & Childs, J. (2023). Workplace interventions to improve well-being and reduce burnout for nurses, physicians and allied healthcare professionals: A systematic review. British Medical Journal Open, 13(6), e071203. https://doi.org/10.1136/bmjopen-2022-071203

Deng, C., Gulseren, D., Isola, C., Grocutt, K., & Turner, N. (2022). Transformational leadership effectiveness: An evidence-based primer. Human Resource Development International, 26(5), 1–15. https://doi.org/10.1080/13678868.2022.2135938 

Ghosh, S., Ramamoorthy, L., & pottakat, B. (2021). Impact of structured clinical handover protocol on communication and patient satisfaction. Journal of Patient Experience, 8(1), 1–6. https://doi.org/10.1177/2374373521997733

Jerome, L., McNamee, P., Abdel-Halim, N., Elliot, K., & Woods, J. (2023). Solution-focused approaches in adult mental health research: A conceptual literature review and narrative synthesis. Frontiers in Psychiatry, 14. https://doi.org/10.3389/fpsyt.2023.1068006 

Jun, J., Ojemeni, M. M., Kalamani, R., Tong, J., & Crecelius, M. L. (2021). Relationship between nurse burnout, patient and organizational outcomes: Systematic review. International Journal of Nursing Studies, 119(103933), 1–12. https://doi.org/10.1016/j.ijnurstu.2021.103933

Oró, P., Esquerda, M., Mas, B., Viñas, J., Yuguero, O., & Pifarré, J. (2021). Effectiveness of a mindfulness-based programme on perceived stress, psychopathological symptomatology and burnout in medical students. Mindfulness, 12. https://doi.org/10.1007/s12671-020-01582-5 

Capella FPX 4005 Assessment 4

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open, 4(2), 1–11. https://doi.org/10.1001/jamanetworkopen.2020.36469

Simms, L., Ottman, K. E., Griffith, J. L., Knight, M. G., Norris, L., Karakcheyeva, V., & Kohrt, B. A. (2023). Psychosocial peer support to address mental health and burnout of health care workers affected by COVID-19: A qualitative evaluation. International Journal of Environmental Research and Public Health, 20(5), 4536. https://doi.org/10.3390/ijerph20054536 

Yasmine, A., Yassine, O., Farouk, Y., & Hicham, C. (2024). Workload balancing for the nurse scheduling problem: A real-world case study from a French hospital. Socio-Economic Planning Sciences, 95, 102046. https://doi.org/10.1016/j.seps.2024.102046 

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