xRead Article 1 - Electronic Consults in Otolaryngology

Results In the Evolving Leaders Program, approximately 40 percent of participants are baby boomers, 30 percent are Gen Xers and 30 percent are millennials. In addition, 50 percent of new managers and department directors, as they are hired into the organization, have enrolled in the program.The other 50 percent enters the program sometime during the year as they complete leadership orientation and fully acclimate to their roles. The Evolving Leaders Program also helps build a steady supply of highly trained and motivated nurse leaders. Over a three-year period, 75 percent of nurses who participated in the program were promoted to nurse managers and positions that were extended. 50 In addition, the hospital has a nursing vacancy rate of less than 4 percent and an overall vacancy rate of 3 percent. 51 Lessons Learned Baptist Health Lexington learned that employees appreciate the opportunity to participate in shared governance. For example, in collaboration with the chief nurse executive, the Nursing Leadership Council was able to set standards and policy, which in turn direct the requirements for the nursing professional practice model and help shape nursing practices at the hospital. When Baptist Health Lexington used internal experts to serve as faculty in the Evolving Leaders Program, it was able to reduce program expenses, promote sharing of organizational wisdom and assimilate employees in the organizational culture. A continued challenge for the Evolving Leaders Program’s coordinating team has been to create a more flexible, dynamic curriculum that makes it easier for participants to attend the courses in person.There are a growing number of off-campus staff members who wish to participate in the program. Also, as the environment of health care changes rapidly, mentors and faculty members who are committed to the Evolving Leaders Program face challenges in meeting the work demands within their own roles and departments.To show support and recognize their contributions, the coordinating team has begun holding mentor and speaker appreciation luncheons and continued to provide development opportunities for those who give of their time.

30

Managing an IntergenerationalWorkforce: Strategies for Health Care Transformation