Coffee Break: Breaking the Cycle of Bullying in Healthcare, One Cup at a Time

Well-being cannot be treated as a separate initiative. It has to be built into how healthcare organizations operate every day. In this episode, Alexa DeFeo, Enterprise Director of Colleague Well-Being, and Nicole Escobedo, Senior Director of Clinician Well-Being at Jefferson Health, share how their organization supports the well-being of more than 65,000 employees across a growing health system. They explain why well-being requires both strong benefits and operational changes that reduce administrative burden, improve workflows, and enable clinicians to work at the top of their licenses. Alexa and Nicole highlight initiatives including ambient AI, inbox management, leadership development, peer support, lactation support, and flexible communication practices tailored to different workforce populations. They also discuss the importance of collaboration, shared accountability, measurable outcomes, and executive support in creating sustainable change. Tune in and learn how healthcare organizations can embed well-being into everyday decisions, reduce burnout, and create a healthier experience for employees, patients, and communities. About Alexa DeFeo:Alexa DeFeo is the Enterprise Director of Colleague Well-Being at Jefferson Health, where she supports the well-being strategy and benefits available to approximately 65,000 employees and their families. She holds undergraduate and graduate degrees from Rowan University in health promotion, fitness management, and wellness and lifestyle management. Alexa is also pursuing a doctorate in strategic leadership. Her work focuses on creating collaborative, enterprise-wide strategies that support the physical, emotional, occupational, and overall well-being of Jefferson colleagues. About Nicole Escobedo:Nicole Escobedo is the Senior Director of Clinician Well-Being in Jefferson Health’s Office of Well-Being and Professionalism. Drawing from her background in education and operations, she serves as a voice for physicians, advanced practice clinicians, residents, fellows, and nurses. Nicole works with clinical and operational leaders to redesign workflows, reduce administrative burdens, strengthen professionalism, and create systemic changes that improve satisfaction and well-being across the organization. What You’ll Learn In This Episode: Well-being is both a benefits responsibility and an operational responsibility that must address how employees experience their work. Administrative burdens, inefficient workflows, and repetitive tasks can steadily erode job satisfaction and contribute to burnout. Large health systems can support diverse employee populations through shared accountability while still adapting programs to local needs. Ambient AI, improved inbox management, and EHR workflow changes can reduce documentation burden and help clinicians focus more fully on patients. Well-being programs are most effective when they include leadership development, professionalism support, mental health resources, peer connection, and practical workplace policies. Organizations should measure tangible outcomes such as program participation, reduced after-hours work, faster note closure, and employee feedback rather than relying on burnout alone. Executive support and cross-functional collaboration are essential for creating sustainable well-being programs that are not treated as competing priorities. Leaders can begin by asking employees what causes stress, using existing best practices, and embedding well-being into initiatives already underway. Links & Resources: Connect with and follow Alexa DeFeo on LinkedIn or reach her via email. Connect with and follow Nicole Escobedo on LinkedIn or reach her via email. Follow Jefferson Health on LinkedIn and explore their website. Check out the 33 Scripts Guide to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! Here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Healthy workplace culture does not happen by chance; it starts when leaders listen, respond, and take consistent action. In this episode, Dr. Renee Thompson speaks with Kristie Huff, Chief Nursing and Operations Executive at HealthPark Medical Center, part of Lee Health, about building and sustaining a healthy workforce culture. Kristie explains how listening to nurses and leaders revealed recurring issues with bullying, cliques, intimidation, and unhealthy team dynamics that pointed to a broader need for leadership development and practical support. She describes how HealthPark responded by making workforce culture a strategic priority, engaging clinical nurses through shared governance, and equipping leaders with actionable tools. Kristie also discusses how embedding healthy workforce principles into leadership meetings, safety huddles, nursing excellence initiatives, and ongoing education helped create lasting cultural change rather than another short-lived initiative. Tune in to learn how listening, shared governance, and consistent leadership habits can help healthcare teams create a healthier and more respectful work environment. About Kristie Huff: Kristie Huff, MSN, NEA-BC, is a nationally recognized healthcare executive with more than 25 years of experience leading hospital operations, nursing excellence, and large-scale healthcare transformation. As Chief Nursing and Operations Executive for HealthPark Medical Center, part of Lee Health, she oversees clinical and operational performance for one of Southwest Florida’s premier medical centers. Throughout her career, Kristie has led organizations to achieve exceptional outcomes in patient safety, quality, workforce engagement, financial performance, and disaster response, including serving as Incident Command leader during major hurricanes. A certified Nurse Executive Advanced, she is a sought-after speaker on leadership, nursing innovation, healthcare operations, and building high-performing cultures that deliver outstanding patient care. What You’ll Learn In This Episode: Listening to nurses and leaders can reveal recurring culture issues that may otherwise be dismissed as “just nursing” or normal workplace stress. Healthy workforce work becomes more sustainable when it is tied to strategic priorities, shared governance, leadership development, and nursing excellence. Newer leaders often need practical tools, mentoring, and consistent education to address disruptive behaviors and strengthen team culture. Shared governance gives clinical nurses a stronger voice in identifying priorities, ranking concerns, and shaping solutions that affect their daily work. Culture change requires consistent action, including making a healthy workforce a standing agenda item, challenging disrespectful behavior, and modeling expectations in everyday interactions. Starting small with shared learning, book discussions, and practical tools can build momentum for a larger culture transformation across departments and disciplines. Links & Resources: Connect with and follow Kristie Huff on LinkedIn.  Follow Lee Health on LinkedIn and visit their website. Check out the 33 Scripts Guide to Address Disruptive Behaviour here. Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

What does it take to build a healthy workplace culture when teams are facing adversity? In this episode, Dr. Kate FitzPatrick, Chief Nurse Executive for Jefferson Health, discusses how leaders can foster healthy work cultures through empathy, presence, and intentional leadership. She reflects on her own experiences with workplace bullying and how those moments shaped her leadership philosophy. Dr. FitzPatrick also explains why leaders should act as cultural anthropologists by listening deeply and understanding their teams' needs. She shares practical insights on leading with grace and hope to strengthen trust and connection during challenging times. Tune in to learn how compassionate leadership can help create stronger, healthier teams, even in the face of adversity. About Dr. Kate Fitzpatrick: Dr. Kate FitzPatrick, DNP, RN, NEA-BC, FAAN, FAONL, is the EVP/Connelly Foundation Chief Nurse Executive Officer for Jefferson Health and a Professor and Associate Dean for Nursing Academic Partnerships & Innovation at Jefferson College of Nursing. A leader known for innovation, advocacy, and compassion, Kate is a fellow of both the American Academy of Nursing and the American Organization of Nurse Leaders. She’s also a Magnet Program Appraiser and advisor to national nursing fellowships. What You’ll Learn In This Episode: The strongest leaders build trust by listening first and making people feel heard. Experiencing workplace bullying can inspire leaders to create more compassionate and respectful cultures. Empathy is the foundation of a healthy workplace culture, shaping every interaction and leadership decision. Leading with hope helps teams stay engaged, resilient, and focused during times of uncertainty. Being truly present allows leaders to better understand, support, and advocate for their teams. Empowering frontline nurses to contribute their ideas creates stronger teams and more meaningful organizational change. Adopting a cultural anthropologist's mindset enables leaders to uncover challenges and improve the everyday work environment. Links & Resources: Connect with and follow Dr. Kate Fitzpatrick on LinkedIn or reach out to her via email. Check out the eLearning Webinar: From Turnover to Tenure Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Charge nurses set the tone for the entire department, especially when leaders are not in the room. In this episode, Dr. Renee Thompson discusses a common challenge healthcare leaders face: charge nurses who are clinically strong but struggle with professionalism, communication, and respect. Drawing on the Healthy Workforce Institute’s Department Culture Change initiative, which has worked with more than 135 departments, Renee shares that every department assessed had some concern involving charge nurses. She explains why leaders often avoid difficult conversations and outlines three practical strategies: having honest conversations, providing training focused on the “people” side of leadership, and removing charge nurses from the role when harmful behavior continues. Renee also reflects on Tim Gunn’s lessons on professionalism, kindness, curiosity, integrity, and consistent daily habits, which are valuable reminders for charge nurses and healthcare leaders alike. Tune in to learn how healthcare leaders can hold charge nurses accountable, strengthen professionalism, and create a healthier work culture for every team member. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Charge nurses play a powerful informal leadership role and must model professionalism, respect, and healthy workplace behaviors. Leaders often avoid difficult conversations with charge nurses because they lack the skills, fear defensive reactions, or feel uncomfortable using their authority. Honest feedback should be specific, direct, and balanced by naming what the charge nurse does well and what behavior needs to change. Charge nurses need training not only in operations and patient flow, but also in the people side of leadership, including conflict, feedback, emotional intelligence, and respectful communication. When charge nurses continue to behave unprofessionally after feedback and support, removing them from the role may be necessary to protect the team culture. Consistent leadership habits, such as documenting conversations and addressing issues early, help sustain a healthy and respectful work environment. Links & Resources: Learn more about the Charge Nurse Development for a Healthy Workforce course from the Healthy Workforce Academy. Check out Tim Gunn’s book Gunn’s Golden Rules. Learn more about the Framework here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Strong teams are not built solely on familiarity; they are built on competence, confidence, and shared standards. In this episode, Dr. David Wyatt, CEO and Executive Director of the Association of Perioperative Registered Nurses (AORN), discusses what healthcare organizations can learn from high-performing perioperative teams and why overall team experience may have a greater impact on patient outcomes than simply having the same people work together repeatedly. Drawing on his doctoral research, he explains how evidence-based tools and effective collaboration, like those in aviation teams, enable clinicians to work safely even when they have never worked together before. David also explores the relationship between competence, confidence, trust, and workplace culture, emphasizing that organizations are responsible for providing the education, resources, and validation employees need to practice safely. He concludes by highlighting AORN’s evidence-based guidelines, workplace civility position statement, and Combating Bullying and Incivility Toolkit as practical resources for creating safer, more respectful healthcare environments. Tune in to learn how healthcare leaders can strengthen team performance, build professional confidence, and create safer, more respectful working environments! About Dr. David Wyatt: David Wyatt, PhD, RN, NEA-BC, CNOR, FAORN, FAAN, is the CEO and Executive Director of the Association of periOperative Registered Nurses. A perioperative nurse for more than 30 years, he has held senior clinical and operational leadership roles at UT Southwestern Medical Center, Vanderbilt University Medical Center, Presbyterian/St. Luke’s Medical Center, and the University of Kansas Hospital. David is also a Clinical Assistant Professor at the University of Texas at Arlington and previously served as President of AORN’s National Board of Directors. He holds a PhD in Nursing and Healthcare Systems, an MPH in Public Health, an MA in Human Development, a BSN, and a BA in Psychology. His honors include the Award for Excellence in Perioperative Nursing, D Magazine’s Excellence in Nursing recognition, and fellowships in both AORN and the American Academy of Nursing.  What You’ll Learn In This Episode: Team performance in the operating room depends on every discipline understanding and valuing its role in patient care Overall experience and strong team-based systems may contribute more to patient outcomes than simply working with familiar colleagues Healthcare teams should be able to collaborate effectively, even when members have never worked together before Organizations must establish competence through education, evidence-based guidelines, skill validation, and adequate onboarding Confidence develops when professionals know they have demonstrated the skills required to practice safely. Weak systems for establishing competence can increase uncertainty, stress, incivility, and disruptive workplace behavior Creating a respectful culture requires sustained effort because workplace culture continually changes as new people join the organization. Links & Resources: Connect with and follow Dr. David Wyatt on LinkedIn or reach out via email. Follow AORN on LinkedIn and visit their website! Explore AORN’s Healthy Workforce Framework Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! **Disclosure:** The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share it with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

A thriving healthcare system begins with leaders who prioritize their people, ensuring that a supportive culture drives exceptional patient care and outcomes. In this episode, Dr. Stacy Alves, Chief Nurse Executive at Kaiser Permanente Santa Clara Medical Center, shares her leadership philosophy that when leaders take great care of their staff, those teams are better equipped to deliver exceptional patient care. She explains how creating a positive work environment through collaboration, recognition, and providing the right tools empowers caregivers to succeed. Dr. Alves also discusses a successful performance improvement initiative in which a multidisciplinary team's engagement led to higher employee satisfaction and better patient outcomes, while offering practical strategies for managing change by addressing resistance through individual conversations. Throughout the discussion, she emphasizes the importance of leaders being present with their teams, modeling healthy behaviors, and leveraging technology to reduce administrative burden and support frontline care. Tune in for an insightful conversation on how empowering employees and fostering a healthy work culture can transform patient care and drive lasting success in healthcare! About Dr. Stacy Alves: Stacy Alves, DNP, MS, RN, NEA-BC, is the Chief Nurse Executive at Kaiser Permanente Santa Clara Medical Center, with 11 years of leadership experience in professional development, nursing informatics, and clinical operations. Guided by the belief that caring for caregivers leads to better patient care, she has helped achieve 12 consecutive Leapfrog A ratings, Healthgrades Top 50 recognition, led surge workforce development, and launched a nursing professional governance structure during the pandemic. Stacy is a certified Improvement Advisor and HeartMath instructor, and in 2019 became the first recipient of the Kaiser Permanente Northern California Regional Extraordinary Nurses Award for Transformational Leadership. She earned a DNP from the University of San Francisco, a master's degree from the Betty Irene Moore School of Nursing at UC Davis, and a BSN from California State University, Sacramento. What You’ll Learn In This Episode: Prioritizing employee well-being leads to stronger engagement and better patient care. Collaborative problem-solving empowers teams to develop sustainable solutions that improve both performance and job satisfaction. Publicly recognizing positive behaviors while addressing resistance through individual conversations strengthens accountability and team culture. Leaders who model healthy behaviors foster a culture of well-being and work-life balance across their organizations. Technology can streamline administrative responsibilities, enabling leaders to spend more time supporting and engaging with their teams. Links & Resources: Connect with and follow Dr. Stacy Alves on LinkedIn. Follow Kaiser Permanente on LinkedIn and visit their website! Check out the 33 Scripts Guide to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Healthy workplace cultures are built when leaders consistently address disruptive behavior, empower employees to speak up, and clearly define how team members are expected to treat one another. In this episode, Dr. Melissa Fritz, Vice President of Patient Care Services and Chief Nursing Officer at Methodist Hospital, joins Dr. Renee Thompson to discuss how Methodist Hospital transformed its emergency department culture following significant turnover, workplace strain, and a serious patient safety event. Melissa explains how executive support, interprofessional collaboration, frontline involvement, and consistent leadership helped create an environment where employees felt safer raising concerns and addressing disrespectful behavior. She also discusses how the department developed a professional practice compact that clearly defines acceptable workplace behavior and integrated it into hiring, onboarding, coaching, and daily operations rather than letting it become just another policy on the wall. Together, they highlight how intentional leadership and accountability can build a stronger workplace culture that improves both staff well-being and patient safety. Tune in to learn how healthcare leaders can use clarity, consistency, courage, and meaningful accountability to create lasting workplace culture change. About Dr. Melissa Fritz: Melissa Fritz, DNP, RN, CENP, is the Vice President of Patient Care Services and Chief Nursing Officer at Methodist Hospital, part of the HealthPartners system. Dr. Fritz is passionate about advancing the nursing profession, supporting healthcare leaders, and creating psychologically safe workplaces where employees feel respected and empowered to speak up. She currently serves as President of the Minnesota Organization of Leaders in Nursing and holds a fellowship designation from the organization. Her leadership work focuses on culture transformation, professional practice, patient safety, employee engagement, and addressing disruptive workplace behavior. She is also committed to mentoring and connecting healthcare professionals so organizations can learn from one another and share effective practices. What You’ll Learn In This Episode: Leaders establish workplace standards through the behaviors they address, tolerate, reinforce, and model every day. Disruptive behavior can become normalized when leaders remain silent or respond inconsistently.  Psychological safety allows employees to ask questions, admit mistakes, challenge ideas, and raise concerns without fear of embarrassment or punishment. Successful culture transformation requires support from nursing, medical, executive, human resources, and frontline teams. Professional practice compacts can help teams clearly define how employees should and should not treat one another.  Sustainable culture change requires clarity about expectations, consistency in addressing behavior, and courage from leaders to have difficult conversations. Links & Resources: Connect with and follow Dr. Melissa Fritz on LinkedIn. Follow HealthPartners on LinkedIn and visit their website. Email Melissa Fritz here. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

What if well-being in healthcare is not just about self-care, but about changing the systems that make people feel depleted in the first place? In this episode, Dr. Tim Cunningham, Vice President of Business Development for the Professional Nursing Validation Company, explores how professionalism, compassion, and systemic well-being intersect in healthcare. He discusses the new Professionally Validated Nurse credential and why nurses need more ways to demonstrate readiness, leadership, and professional identity beyond the NCLEX. Tim also shares lessons from his work in healthcare well-being, emphasizing that organizations must address workplace conditions that drive stress and burnout rather than relying solely on self-care initiatives. Drawing on experiences from refugee camps and his work with Clowns Without Borders, he illustrates how compassion, laughter, and human connection can transform even the most challenging situations. Tune in to this insightful episode of Coffee Break to learn how compassion, professional validation, and systemic change can support healthier healthcare workplaces! About Tim Cunningham: Dr. Tim Cunningham is the Vice President of Business Development for the Professional Nursing Validation Company, where he works with interprofessional teams to advance systemic well-being for healthcare professionals. An emergency nurse by training, Tim is also an international keynote speaker, consultant, author, and nonprofit leader. He has co-authored several books on nurse self-care and well-being, including Self-Care for New and Student Nurses and Self-Care for Nurses: Small Doses for Wellness, and has a new book on compassion releasing in October. Tim also serves on the board of directors for Clowns Without Borders, a nonprofit that brings professionally trained artists to communities experiencing crisis to help alleviate suffering through laughter. What You’ll Learn In This Episode: Professional validation gives nurses a way to demonstrate readiness, leadership potential, and a deeper understanding of nursing as a profession. The NCLEX confirms that nurses are safe to practice, while additional professional credentials can help show readiness to grow and lead. Healthcare well-being cannot rely solely on individual self-care strategies; organizations must also change the systems and environments that cause stress. Compassion helps counter the scarcity mindset in healthcare by creating connection, meaning, and a stronger sense of time and presence. Laughter can be a powerful tool for resilience, healing, and human connection, even in communities facing crisis, trauma, and uncertainty. Links & Resources: Connect with and follow Tim Cunningham on LinkedIn or reach out via email. Follow Tim Cunningham on Instagram: @timcunninghamrn Visit Tim Cunningham’s website here: https://timcunninghamrn.com/ Follow PNVC - Professional Nursing Validation Company on LinkedIn and visit their website! Check out Self-Care for Nurses: Small Doses for Wellness here: https://www.sigmamarketplace.org/self-care-for-nurses-small-doses-for-wellness Grab a copy of Self-Care for New and Student Nurses, Second Edition here: https://www.sigmamarketplace.org/self-care-for-new-and-student-nurses-second-edition Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Innovation in healthcare works best when nurses are given the time, support, and trust to solve the problems they see every day. In this episode, Dr. Marion Leary joins Dr. Renee Thompson to discuss how human-centered, equity-centered design thinking can empower healthcare leaders to create more practical solutions. Marion explains why leaders must resist the urge to be immediate "fixers" and instead focus on deeply listening to end-users to ensure they are solving the right problems. She also highlights the Johnson & Johnson Nurse Innovation Fellowship, which encourages senior nurse leaders to leverage empathy and co-create workplace improvements for both staff and patients. Ultimately, she emphasizes that truly supporting nurses as innovators requires providing them with dedicated resources, protected time, and well-deserved recognition. Tune in to learn how healthcare leaders can use design thinking to slow down, listen better, and create solutions that truly work. About Dr. Marion Leary: Marion Leary, PhD, MPH, RN, is an expert in innovation methodology, human-centered design, and design thinking in healthcare and nursing. She works to amplify and educate nurses as leaders in health and healthcare innovation. Dr. Leary leads the national Nurse Innovation Fellowship program, supported by Johnson & Johnson and powered by Penn Nursing and the Wharton School. She is a member of the American Nurses Association’s Innovation Advisory Committee, the University Science Center’s Healthcare Innovation Advisory Committee, and The Nursing Beat Advisory Board. She is also a founding member of the Society of Nurse Scientists, Innovators, Entrepreneurs and Leaders. Dr. Leary is co-President of the Nursing is STEM board, a coalition working to have nursing designated as a STEM field. She also hosts the University of Pennsylvania School of Nursing podcast, Amplify Nursing, and the Love n’ Leary Nursing podcast on Nurse.org.  Source What You’ll Learn In This Episode: Human-centered design helps healthcare leaders avoid solving the wrong problem by listening to the people closest to the issue. Equity-centered design requires leaders to pause, recognize assumptions and power dynamics, and make space for the voices that are often overlooked. Nurses are natural problem solvers, but meaningful innovation requires time, resources, and organizational support. Design thinking provides nurse leaders with a structured process for developing solutions through empathy, problem definition, ideation, prototyping, and testing. Supporting nurses as innovators can strengthen engagement, improve retention, and create healthier workplaces for both nurses and patients. Healthcare organizations can create better solutions by trusting nurses, involving end users early, and allowing teams to co-create change together. Links & Resources: Connect with and follow Dr. Marion Leary on LinkedIn. Follow the University of Pennsylvania School of Nursing on LinkedIn and visit their website. Check out the Design Thinking for Health website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

One disruptive voice can derail an entire conversation, but only if you let it. In this episode, Dr. Renee Thompson addresses a challenge many healthcare leaders face: staff members who hijack meetings and derail important conversations before they can truly begin. She explores the common behaviors that disrupt productive dialogue, including revisiting old grievances, blaming leadership, interrupting others, and speaking as though they represent the entire team, while also highlighting leadership responses that often make the situation worse. Renee explains why meeting hijacking is often a power move and emphasizes the importance of agendas, clear boundaries, and ground rules to maintain respectful, productive discussions. She also offers practical, in-the-moment strategies leaders can use to regain control, such as interrupting the interrupter, asking binary questions, and protecting the meeting's purpose without losing credibility. Tune in to learn how to respond with clarity, confidence, and authority when someone tries to take control of the room. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Meeting hijackers often derail conversations by bringing up past issues, repeating complaints, blaming leadership, and interrupting repeatedly. Leaders can make the situation worse by overexplaining, defending themselves, fawning, making empty promises, or doing nothing. A respectful but direct interruption can stop disruptive behavior before it takes over the meeting. Asking whether someone is willing to be part of the solution helps shift the conversation from complaint to accountability. Meeting hijacking is a power move, and leaders must respond in a way that protects their credibility and the discussion's purpose. Clear agendas, time boundaries, and follow-up meetings help keep conversations focused and productive. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Learn more about the Framework here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Difficult conversations may never feel easy, but leaders can become more skilled and confident in having them. In this throwback episode of Coffee Break, Dr. Renee Thompson speaks with Diane Salter, Director of Surgical Services at WellSpan Health Ephrata and a consultant for The Healthy Workforce Institute, about addressing disruptive behavior, giving honest feedback, and holding employees accountable with compassion. Diane shares examples from surgical services, including conversations involving physician behavior and a highly personal employee concern, to show why leaders cannot avoid uncomfortable situations. She explains how self-awareness, preparation, empathy, and curiosity can help leaders communicate clearly without losing respect or trust. Diane also discusses the importance of focusing on behavior rather than attacking someone’s character and creating a workplace where feedback and peer accountability are part of the culture. Tune in to learn how to prepare for challenging conversations, stay focused when emotions rise, and lead with both empathy and assertiveness. About Diane Salter Diane Salter is a registered nurse with 25 years of experience in clinical nursing, education, and healthcare leadership. She leads more than 100 staff members across pre-hospital assessment, short-stay care, the operating room, post-anesthesia care, central sterile supply, and surgical inpatient units. With a strong clinical background in preoperative and post-anesthesia care, Diane is known for leading with confidence, enthusiasm, and passion. She challenges the status quo, communicates clear expectations, and works to create an environment where staff provide excellent patient care while treating one another with respect. Diane maintains professional certification as a nurse executive. She was nominated for a Nightingale Award in 2023 and received the 2024 Pennsylvania Nightingale Award in the Nurse Leader, Manager, or Director category. Things You’ll Learn Difficult conversations usually involve high stakes, differing opinions, and strong emotions. Leaders should approach challenging conversations as opportunities for growth rather than something purely negative. Preparation helps leaders stay clear, focused, and consistent when an employee becomes defensive or emotional. Leaders should address specific behaviors rather than criticizing someone’s personality or character. Curiosity can help leaders understand what may be contributing to an employee’s behavior. A healthy workplace culture allows employees and peers to hold one another accountable respectfully. Links & Resources: Connect with and follow Diane Salter on LinkedIn. Follow WellSpan Health on LinkedIn and visit their website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

What do you do when employees are glued to their phones during meetings, refuse feedback, or repeatedly communicate with sarcasm and disrespect? In this episode, Dr. Renee Thompson answers leadership questions about phone use in meetings, self-awareness, workplace respect, and disrespectful communication. She encourages leaders to address problematic behaviors directly and to set clear expectations, rather than ignoring issues and complaining about them later. Renee explains that some employees are open to feedback and growth, while others may not be capable or willing to change, requiring leaders to make difficult decisions. She also emphasizes that respect and belonging mean different things to different people, so leaders should ask better questions to better understand their teams. Tune in for practical, real-world strategies on building accountability, improving communication, and creating a healthier, more respectful workplace culture! About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Leaders should address disruptive behaviors directly instead of ignoring them. Phone use during meetings should be managed through clear expectations and consistent accountability. Not everyone is equally capable of self-awareness or behavioral change. Open-ended questions create better conversations about respect, belonging, and workplace culture. Ongoing coaching and follow-up are essential when addressing repeated disrespectful behavior. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Trust Matters More than Ever - Book Learn more about the Framework here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Human connection in healthcare does not take more time; it takes more intention. In this episode, Dr. Mary Jo Assi, Associate Chief Nursing Officer and Partner, Strategic Consulting at Press Ganey, discusses the evolving challenges facing healthcare teams and the critical role compassionate, connected care plays in improving both patient and staff experiences. She shares insights from national healthcare data trends, including rising workplace violence, post-pandemic patient trust issues, and ongoing challenges in emergency departments. Mary Jo explains how intentional communication, empathy, and simple human connection can significantly improve patient experience without adding more time to clinicians’ workloads. She also reflects on why nurses need a stronger voice in operational and financial decision-making and how healthcare organizations can better support staff engagement and safety. Tune in to hear how healthcare leaders can rebuild trust, strengthen caregiver engagement, and bring compassion back to the center of care. About Dr. Mary Jo Assi: As Associate Chief Nursing Officer and Partner, Strategic Consulting, Mary Jo leads strategies to strengthen caregiver resilience and engagement, reduce patient suffering and deliver compassionate, connected care. Before joining Press Ganey, Mary Jo was the Vice President of Nursing Practice and Innovation at the American Nurses Association. There she led the organization’s strategic initiatives to promote and support best practices for enhancing the practice and work environment of nurses including development and implementation of ANA’s Healthy Nurse, Healthy Nation initiative to improve the health of the nation’s 4 million nurses. During her more than 35 years of nursing experience, Mary Jo has worked as a clinical nurse, nurse educator, advanced practice nurse and nurse executive. She also held the position of Magnet Program Director in several settings. Mary Jo served as an ANCC Magnet® Commissioner for six years and is a fellow of the American Academy of Nursing. Source What You’ll Learn In This Episode: Compassionate, connected care improves patient trust and clinical outcomes without requiring significantly more time from clinicians. Post-pandemic healthcare environments continue to experience elevated tension, declining trust, and increased workplace violence against healthcare workers. Patient experience is driven less by satisfaction and more by whether patients feel safe, informed, and emotionally supported during care. Nurses must play a stronger role in operational and financial decision-making to effectively advocate for patient care and clinical practice. Intentional communication behaviors such as eye contact, narrating care, and acknowledging patients can dramatically improve patient experience scores and staff morale. Links & Resources: Connect with and follow Dr. Mary Jo Assi on LinkedIn or reach out via email. Follow Press Ganey on LinkedIn and visit their website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Survey results don’t change culture. What leaders do with them does. In this episode, Dr. Renee Thompson shares practical strategies for healthcare leaders navigating difficult survey results and uncertainty about the next steps. Drawing from her experience as a nurse manager, she explains why leaders often take poor feedback personally, how delayed communication erodes trust, and why teams disengage when surveys never lead to visible action. Renee outlines a clear approach for moving forward by sharing results early, focusing on five key metrics, involving staff in prioritizing improvements, and maintaining consistent communication to demonstrate progress. She also emphasizes that culture change cannot rest solely on leadership, because when staff are included in the solution, survey data becomes a powerful tool for trust, accountability, and meaningful improvement. Tune in to learn how to turn survey results into action, rebuild trust, and empower your team to help create a healthier work culture. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Healthcare leaders often take poor survey results personally, but the results should be used as objective data for action. Delaying the sharing of survey results can create suspicion and damage trust among team members. Staff lose confidence when they are asked to complete surveys but never see what changed because of their feedback. Leaders should review survey results with their leadership team first, then share them with staff as early as possible. Choosing five key metrics helps leaders focus on what matters most instead of becoming overwhelmed. Visible progress updates through huddles, staff meetings, emails, and bulletin boards help rebuild trust. Culture change is a shared responsibility, not a burden leaders should carry alone. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Trust Matters More than Ever - Book Learn more about the Framework here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

A healthy workforce does not happen by accident. It is built through honest conversations, shared ownership, and consistent action. In this solo episode of Coffee Break, Dr. Renee Thompson focuses on incivility as a critical precursor to worsening workplace behaviors and potential workplace violence. Using a powerful, true story of a nurse whose unaddressed behavioral issues escalated from simple eye-rolling to physical aggression against a charge nurse, Renee highlights a pattern where leaders often ignore low-level disruptions because they are tired or overwhelmed. She breaks down actionable strategies to stop this cycle early, including the "72-hour rule" for feedback, creating a behavioral compact, and shifting culture from a leadership burden to a shared team responsibility. Tune in to learn how to address disruptive behaviors in the moment, equip your frontline leaders, and build a sustainable culture of mutual respect. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Unaddressed low-level behaviors like eye-rolling or heavy sighing give individuals a boost of power to escalate their actions over time . Leaders have a 72-hour window to address a situation before the human brain begins to alter or misremember the event. Equipping and empowering charge nurses with precise scripts is essential for stopping disruptive behavior as soon as it happens. Establishing a "compact of professional behaviors" helps teams clearly outline how they will, and will not, treat one another. True culture change is a shared responsibility, requiring the entire team to call out incidents like gossip or rudeness. Consistency in messaging across every shift, huddle, and meeting is what ultimately drives long-term results Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Learn more about the Framework here! Check out The 6 C’s: A Framework for Finding the Right Team Fit here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

A healthy work culture does not happen by accident; it is built through shared ownership, visible leadership, and a clear commitment to helping people feel heard. In this episode, Aine Davern, Deputy Director of Nursing at Our Lady of Lourdes Hospital in Drogheda, Ireland, shares how her organization used the Pathway to Excellence framework to strengthen an already positive practice environment after the challenges of the pandemic. She discusses how the hospital’s journey began through the Magnet4Europe research project and evolved into a deeper focus on staff well-being, belonging, meaningful recognition, professional development, and shared decision-making. Aine also explains how active councils, nurse-led quality improvement projects, and visible leadership helped create a culture where incivility is addressed quickly and everyone feels responsible for maintaining respect. Tune in to learn how one hospital built a workplace culture where nurses feel supported, empowered, and proud to lead change! About Aine Davern: Aine Davern is the Deputy Director of Nursing at Our Lady of Lourdes Hospital in Drogheda, Ireland, where she helps lead nursing practice, professional development, and culture-building efforts across the organization. She has been with Our Lady of Lourdes since 2015 and previously served as a Nurse Manager CNM3 at Beaumont Hospital for over 14 years. Aine holds an MSc in Leadership from the Royal College of Surgeons in Ireland, a Diploma in Leadership and Quality from the Royal College of Physicians in Ireland, and a Diploma in Management and Employee Relations from the National College of Ireland. Her work centers on quality improvement, nursing management, staff well-being, and creating a positive practice environment where nurses feel valued and heard. Source What You’ll Learn In This Episode: Pathway to Excellence can serve as a practical roadmap for strengthening culture, staff well-being, and professional practice. A healthy work culture is sustained through shared ownership, not leadership directives alone. Staff well-being and belonging directly influence how nurses show up for one another and for their patients. Giving nurses a voice through councils, quality improvement projects, and professional development builds trust and engagement. Visible leadership helps create psychological safety by making leaders approachable, present, and connected to frontline teams. Meaningful recognition reinforces positive behaviors and reminds staff that their work and impact are seen. Frontline-led quality improvement is more powerful when staff identify the problems, own the solutions, and receive support to act. A strong positive practice environment creates resilience against bullying, incivility, and disrespect by making unacceptable behavior easier to recognize and address. Links & Resources: Connect with and follow Aine Davern on LinkedIn or reach out via email. Learn more about ANCC Nursing Pathways to Excellence. Watch and learn more about Women’s Gaelic Football. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Summary:  Leadership isn’t what you say; it’s what your team sees you do. In this episode, Jennylynde Renteria-Packham, founder of Courage Coaching and a Registered Nurse and Coach with more than 30 years of experience in Rehabilitation and Long-Term Care settings, discusses how leaders shape culture through self-awareness, behavior, and intentional communication. She explains that effective leadership begins with mastering internal self-talk and consistently walking the talk to build trust and credibility. She highlights vulnerability, transparency, and emotional regulation, especially through tools like the powerful pause, as essential to fostering psychological safety and accountability. She also emphasizes the importance of setting boundaries, empowering teams rather than fixing problems for them, and taking small, consistent actions to create sustainable change. Tune in to learn how to lead with clarity, confidence, and consistency, without burning yourself out! About Jennylynde Renteria-Packham: Jennylynde Renteria-Packham is a Registered Nurse and coach with more than 30 years of experience in rehabilitation and long-term care. She brings a strong background in administrative and operational leadership, grounded in a commitment to integrity and leading by example. Passionate about helping others succeed, she works with individuals to clarify their vision and map out actionable steps to achieve it. Known for her ability to balance encouragement with honesty, Jennylynde delivers difficult truths in a fair and constructive way while fostering a positive, supportive environment where teams and colleagues can thrive. What You’ll Learn In This Episode: Leaders set the tone for culture through their actions, not just their words. Negative self-talk directly undermines leadership effectiveness and must be addressed first. Vulnerability and transparency from leaders build trust and psychological safety within teams. Emotional regulation, especially the practice of pausing before responding, improves decision-making and communication. Empowering employees leads to stronger, more independent teams than constantly fixing their problems. Clear boundaries are essential to preventing burnout and creating sustainable leadership practices. Lasting behavior change comes from small, consistent steps supported by accountability. Links & Resources: Connect with and follow Jennylynde Renteria-Packham on LinkedIn or reach out to her via email! Discover the Courage Coaching website and book a complimentary session here! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Healthcare doesn’t have a burnout problem; it has a trust problem. In this episode, Hunter Joslin, CEO of Joslin Insight, shares how his company evolved from traditional consumer marketing roots into a healthcare data analytics and workforce engagement platform. During the COVID-19 pandemic, Joslin Insight partnered with organizations like AONL and the ANA to conduct large-scale longitudinal studies, uncovering critical workforce challenges, especially the overlooked struggles of nurse managers. Their research revealed a deep breakdown of trust between frontline nurses and leadership, alongside rising concerns like financial strain, workplace culture issues, and outdated leadership approaches. In response, Joslin developed a real-time employee engagement platform that helped organizations like LA General significantly reduce turnover and rebuild trust through continuous listening and action. Tune in to hear how real-time listening and data-driven leadership are helping organizations rebuild trust, reduce turnover, and transform culture from the inside out! About Hunter Joslin: Hunter Joslin is the President & CEO of Joslin Insight, a consultancy specializing in market research and data-driven decision-making for leading healthcare organizations, providers, and associations. Since becoming CEO in 2022, he has led the company’s transformation into a cloud-based analytics firm and spearheaded initiatives like Beyond Gratitude with AONL and The DAISY Foundation to address nurse leader mental health. He has conducted research and real-time insights work for major organizations, including ACHE, ANA, AONL, and health systems such as UVA Health and Wellstar, with his work featured in outlets like Forbes, TIME, The New York Times, and The New England Journal of Medicine. Hunter holds a business degree from Georgetown University and a master’s in theological studies from Loyola Marymount University, and he serves on the AONL Foundation Board. Source What You’ll Learn In This Episode: Healthcare organizations must adopt data-driven decision-making rather than relying on assumptions or legacy thinking. The COVID-19 pandemic exposed and accelerated deep workforce challenges, fundamentally reshaping expectations of leadership. Nurse managers represent a critical but under-supported group, experiencing the highest levels of strain within the workforce. A significant breakdown of trust exists between frontline staff and leadership, extending beyond dissatisfaction into feelings of betrayal. Traditional engagement methods, such as annual surveys, are insufficient for understanding and addressing real-time workforce needs. Continuous listening and rapid response to frontline feedback are essential for improving culture, engagement, and retention. Lasting organizational improvement requires abandoning outdated playbooks and taking targeted, proactive risks to drive meaningful change. Links & Resources: Connect with and follow Hunter Joslin on LinkedIn or reach out via email. Follow Joslin Insight on LinkedIn and visit their website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Healthy culture work does not fail because people do not care. It fails when leaders treat it as a side project rather than weaving it into everyday practice. In this episode, Dr. Renee Thompson reflects on questions she received during the AONL conference and shares practical guidance for some of the most common culture challenges in healthcare. She explains why disruptive executives must be addressed by peers who already have credibility and trust, why senior leaders should avoid bypassing department managers to gather staff complaints, and how physician engagement often starts with one willing champion. She also discusses why HR must be involved from the beginning as a true culture partner rather than being brought in only when problems escalate. Most importantly, Dr. Thompson highlights what it really takes to sustain a healthy workforce: consistency, visibility, and making a respectful culture part of every huddle, meeting, and daily interaction. Tune in and learn how to turn culture work from a one-time effort into a lasting part of how your team operates. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: The best person to confront disruptive behavior is often a peer with an existing relationship. Leaders can unintentionally undermine managers when they bypass them to gather staff complaints. Physician engagement in culture work usually starts small and grows through consistency. HR should be treated as a proactive partner, not just a last stop for discipline. Sustainable culture change must be embedded into daily routines, not treated as extra work. Consistency is one of the most important drivers of a healthy workforce. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Learn more about the Framework here! Check out The 6 C’s: A Framework for Finding the Right Team Fit here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

A healthy workplace culture does not happen by accident. It takes leaders who are supported, developed, and equipped with practical tools to address challenges in real time. In this episode, Dr. Karen Uttaro, Senior Director of Professional Practice, Quality, and Regulatory at UMass Memorial Medical Center, explains how her organization turned post-pandemic leadership turnover into an opportunity to rethink leadership development and strengthen workplace culture. She emphasizes that leaders need structured support, dedicated time, and practical tools to effectively address incivility, which led UMass to implement bite-sized learning, peer discussions, and ongoing reinforcement. Karen also connects these strategies to the needs of new graduate nurses, highlighting the importance of communication skills, psychological safety, and guided reflection during their transition into practice. She underscores that executive support, clear behavioral expectations, and a focus on self-care are essential for helping both leaders and frontline staff succeed. Tune in and learn how intentional leadership development can strengthen culture, support nurses, and create healthier work environments. About Karen Uttaro: Dr. Karen Uttaro, DNP, RN, NPD-BC, NEA-BC, is the Senior Director of Professional Practice, Quality, and Regulatory at UMass Memorial Medical Center. She oversees regulatory compliance, professional practice, and quality for the Department of Nursing, including the ANCC PTAP-accredited Nurse Residency Practice Program and the organization’s Nursing Excellence Pathway to Excellence journey. Karen has more than 30 years of nursing experience and has spent over two decades at UMass Memorial, where she has led nursing education, staff development, and leadership growth initiatives. She holds a Doctor of Nursing Practice in Executive Nursing Leadership from Baylor University and is deeply committed to helping both leaders and new nurses build the skills they need to thrive. What You’ll Learn In This Episode: Leaders must show up with empathy, clarity, and presence, recognizing that high-stakes moments exist even if they don’t feel high-stakes to them. Sending more emails to gain control often creates chaos; communication should be intentional, consolidated, and triaged to reduce noise. Visibility is built through small, consistent actions, such as walking to meetings, sharing meals, and acknowledging others, which can profoundly impact confidence and development. When emotions rise, the best response is to pause or step aside gracefully, prioritizing composure over winning the moment. Trust functions like a reputation bank account: consistent deposits of reliability and respect create credibility when it’s most needed. Links & Resources: Connect with and follow Karen Uttaro on LinkedIn. Follow UMass on LinkedIn and visit their website! Email Karen directly here. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Cultivating a nourished environment free from violence.  In this episode, Dr. John Voight, Vice President and Chief Nursing Officer at Memorial Hermann Woodlands Medical Center, talks about shifting from infrastructure-based security to clinical prevention strategies. He discusses implementing diagnosis-specific training and using early identification tools such as STAMP to anticipate aggression. He also highlights the importance of leadership engagement through "listening tours" and town halls to build staff trust. This episode focuses on creating a culture of safety by moving from reactive security to proactive, compassionate clinical care and leadership accountability.  Tune in to cultivate a safe, nourishing environment for your team! About Dr. John Voight: Dr. John Voight is an Army veteran and former law enforcement officer who transitioned into healthcare as an emergency department nurse. He currently serves as the Vice President and Chief Nursing Officer at Memorial Hermann Woodlands Medical Center. He co-chairs the System Workplace Violence Committee and is a national speaker on workplace violence prevention strategies, leveraging his unique background in combat training and policing to improve healthcare safety.  What You’ll Learn In This Episode: The difference between Workplace Violence 1.0, which focuses on infrastructure, and 2.0, which prioritizes clinical interventions. How early identification tools like STAMP allow nurses to recognize signs of aggression before they escalate. Why treating behavioral health crises as medical emergencies, similar to strokes or heart attacks, leads to faster stabilization. The necessity of hands-on, role-based de-escalation training to build muscle memory in high-risk scenarios. How leadership "listening tours" and rounding provide more valuable safety feedback than standard surveys. Strategies for modifying the clinical environment, such as using LED lights, to reduce triggers for neurodivergent populations. Links & Resources: Connect with and follow Dr. John Voight on LinkedIn or e-mail him! Follow Memorial Hermann on LinkedIn and explore their Website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

What if HR stopped being the “principal’s office” and became your most trusted partner? In this episode, Shana Scales discusses transforming HR into a relationship-driven business partner at Lake Charles Memorial Health System. She explains how trust, transparency, and frontline engagement reshape HR's support for leaders and employees. She also shares how cultural influencers and continuous feedback loops create real organizational change. Finally, she introduces the “Five C’s” framework that anchors culture and strategy. Tune in to learn how HR can drive culture, trust, and real business impact. About Shana Scales: Shana Scales is the Chief Human Resource Officer at Lake Charles Memorial Health System, where she leads people and culture strategy with a strong focus on relationships, trust, and transparency. With experience spanning healthcare and beyond, she has driven initiatives in employee wellness, diversity education, and long-term talent planning. Shana is known for championing a partnership-driven HR model and elevating employee engagement through innovative programs such as cultural influencers and frontline rounding. She is also a passionate advocate for exposing young people to careers in healthcare and fostering strong, connected teams. What You’ll Learn In This Episode: Relationships form the foundation of an effective HR partnership. HR maintains visibility and presence by actively engaging with frontline staff. Trust and transparency establish credibility across the organization. Data and organic conversations jointly inform better decision-making. Culture is a shared responsibility, owned by every employee and guided by strategic frameworks like the Five C’s. Links & Resources: Connect with and follow Shana Scales on LinkedIn or reach out via email! Follow Lake Charles Memorial Health System on LinkedIn and visit their website! Get a copy of Shana’s book, The Fairy Healthmother, here! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In a healthcare environment where complexity, uncertainty, and burnout have become the norm, leaders need more than better tactics. They need a different way of thinking. In this episode, Dr. Michael Hein, Senior Vice President at MEDI Leadership, executive coach, and author of Shifting Toward Unorthodoxy, explores why traditional leadership models no longer serve today’s healthcare systems. He explains how leaders often respond to uncertainty by reaching for control, whether through policies, procedures, or rigid decision-making, but that instinct can slowly erode autonomy and damage relationships. Dr. Hein shares why leadership today is less about having the right answers and more about creating the conditions for people to discover useful answers together. He also dives into the power of curiosity, the importance of inner work, and the difference between control and influence in shaping healthy, high-functioning teams. Tune in for a thoughtful conversation on leading with humility, curiosity, and courage in a healthcare system that demands a more human-centered approach. About Dr. Michael Hein: Dr. Michael Hein is Senior Vice President at MEDI Leadership, where he coaches healthcare leaders and supports leadership development in complex care environments. He is an executive coach, physician, former chief medical officer, educator, and author of Shifting Toward Unorthodoxy: Ten Unconventional Mindsets That Help Healthcare Leaders Succeed in a Complex World. Across his career, he has served in executive leadership roles in healthcare systems, led large-scale transformation initiatives, and helped organizations build more adaptive, high-performing cultures. His background spans clinical care, academic medicine, public health collaboration, healthcare innovation, and physician leadership development. Things You’ll Learn: Healthcare leaders often default to control when facing uncertainty, but that approach can chip away at trust, autonomy, and morale. Leadership in complex environments is less about having the right answers and more about helping people discover useful answers together. Policies, procedures, and standardization have limits when the deeper challenge is relational and cultural. Curiosity can help leaders respond more effectively to conflict, uncertainty, and competing perspectives. Power is not limited to titles or positions; leaders can create healthier cultures by choosing influence over control. Links & Resources: Connect with and follow Dr. Michael Hein on LinkedIn. Follow MEDI Leadership on LinkedIn and discover their website. Send MEDI Leadership an email here.  Check out Dr. Michael Hein’s book Shifting Toward Unorthodoxy here.  Check out Renee’s book Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here. Check out Renee’s book, Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here.  Learn about the Eradicating Bullying & Incivility eLearning Program here.  Link to 33 Scripts to Address Disruptive Behavior - https://healthyworkforceinstitute.com/33-ways-podcast/ Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Addressing disruptive behavior at work is not just a people issue; it is a business risk. In this episode, host Dr. Renee Thompson explains why HR should not be brought in only after workplace issues escalate. She discusses how disruptive behavior, bullying, and incivility drive turnover, disengagement, medical errors, and financial losses, and why leaders must stop treating these issues as secondary. Dr. Thompson argues that HR is uniquely positioned to help leaders build a strong business case for change, identify patterns, and support accountability through better documentation and strategy. She also shares practical ways leaders can strengthen their partnership with HR, from tying behavior to performance to using workplace data and creating consistent consequences for harmful conduct. Tune in to learn how intentionally partnering with HR can help leaders reduce organizational risk and build a healthier, more accountable work culture. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Disruptive behavior and incivility create measurable business risk through turnover, disengagement, medical errors, and rising costs. HR is a critical partner in culture change and should be involved early, not only after issues escalate. Leaders and HR share responsibility for addressing behavior, documenting concerns, and reducing organizational risk. Behavioral expectations should carry the same weight as performance metrics in reviews and accountability conversations. Many workplace issues persist because leaders avoid direct conversations and rely on silence instead of timely, respectful feedback. Data such as turnover, complaint patterns, exit interviews, and early employee experiences can help organizations respond more proactively. Consistent consequences are essential if organizations want to truly address disruptive behavior and create a healthier culture. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Learn more about the Framework here! Check out The 6 C’s: A Framework for Finding the Right Team Fit here! Learn the 33 Scripts to Address Disruptive Behavior here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

You can’t build a true culture of patient safety without psychological safety. In this episode, Dr. Renee Thompson sits down with Dr. Stephanie Stovall, Chief Quality Officer at OSF HealthCare, to unpack the very real link between workplace culture and clinical outcomes. Stephanie explains why fear of being “picked apart” or punished makes people less likely to speak up. That silence puts patients at risk. She shares a pivotal early-career story about a medication decision, and how strong feedback, paired with a follow-up conversation, can protect patients and build confidence instead of shame. They also dig into what it looks like when safety becomes “as automatic as getting dressed,” why anonymous reporting can signal low psychological safety, and how real-time debriefs shift teams from blame to collaborative problem-solving. Tune in to hear practical ways leaders can build trust, strengthen speaking-up behaviors, and make Safety everyone’s job, every day. About Dr. Stephanie Stovall: Dr. Stephanie Stovall is the Chief Quality Officer at OSF HealthCare in Peoria, Illinois, where she leads enterprise efforts to strengthen quality, safety, and high-reliability care. Before OSF, she spent more than a decade at Lee Health in Fort Myers, serving as Chief Quality and Safety Officer while also practicing as a pediatric infectious diseases physician for over 13 years. Her leadership experience also includes key roles at Golisano Children’s Hospital of Southwest Florida, including interim Chief Quality and Patient Safety and Medical Director positions focused on pediatric epidemiology, infectious diseases, and quality and safety.  A clinician by training and a safety leader by calling, Dr. Stovall is passionate about the link between how teams treat each other and how safely care is delivered. She emphasizes that psychological safety is the foundation for a true culture of patient safety, because people are far more likely to speak up and prevent harm when they feel safe to do so. She earned an MS in Healthcare Quality and Safety from the Johns Hopkins Bloomberg School of Public Health and completed pediatric infectious diseases fellowship training at St. Jude Children’s Research Hospital and the University of Tennessee Health Science Center. Source What You’ll Learn In This Episode: Psychological safety is not optional. It is the foundation for patient safety. Fear of punishment or being “picked apart” reduces speaking up, and silence creates risk. In-the-moment corrections should be clear and direct, especially when safety is at stake. “Closing the loop” after abrupt feedback helps the learner feel supported instead of shamed. Culture should feel automatic. Safety should be as routine as getting dressed for work. Anonymous reporting can be a signal that people do not feel safe raising concerns openly. Safety measurement is more than a number: trends, context, and timing matter. Real-time debriefs and structured reviews reduce blame and help teams address recurring patterns. Links & Resources: Connect with and follow Dr. Stephanie Stovall on LinkedIn. Follow OSF Healthcare on LinkedIn and visit their website! Listen to 33 Scripts to Address Disruptive Behavior here.  Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Are you ready to transform a toxic work environment into a culture of kindness and professional respect? In this episode, Linda Crockett, Founder of the Canadian Institute of Workplace Bullying Resources, discusses the critical strategies needed to identify and dismantle bullying and incivility within the healthcare industry. She shares her professional expertise on fostering psychological safety and provides actionable insights for those navigating high-stress medical environments. Furthermore, she highlights the importance of organizational accountability in protecting the mental health of frontline workers. By emphasizing the need for systemic change, the conversation illustrates how leadership and individual staff members can work together to sustain a healthy workforce. Tune in to this insightful episode of Coffee Break to learn how you can do your part in breaking the cycle of workplace bullying! About Linda Crockett: Linda Crockett is a recognized leader in workplace psychological safety and a trailblazer in advancing diverse, equitable, inclusive, and accessible (DEIA) workplaces. With 38 years in social work and 15 years specializing in workplace psychological safety, she is a national and international authority on trauma-informed, culturally grounded approaches to workplace bullying, harassment, discrimination, and systemic harm. She is the founder of the award-winning Canadian Institute of Workplace Bullying Resources (CIWBR) and the nonprofit Canadian Institute of Workplace Harassment and Violence (CIWHV). Linda provides prevention, intervention, repair, and recovery services; supports trauma-informed return-to-work planning; mentors professionals; and serves as an expert panelist shaping restorative engagement efforts within Canada’s federal public service. A master’s-level clinical social worker with advanced trauma therapy certifications, Linda combines academic rigor with practical expertise to help organizations rebuild trust, promote healing, and create psychologically safe, accountable workplace cultures. Source What You’ll Learn In This Episode: Individual silence allows workplace toxicity to grow, making every team member responsible for identifying and addressing incivility. Sustaining a healthy professional culture requires systemic organizational change, not just individual acts of kindness. Cultural transformation in healthcare happens through consistent, incremental actions rather than quick fixes. Professional isolation is both a consequence and a tool of workplace bullying, making connection to support networks essential. Specialized external resources are critical for managing complex interpersonal dynamics and guiding organizations from crisis to stability. Links & Resources: Connect with and follow Linda Crockett on LinkedIn or reach out via email! Follow the Canadian Institute of Workplace Bullying Resources on LinkedIn and visit their website! Discover the Canadian Institute of Workplace Harassment and Violence here! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Healthcare workforce shortages won’t be solved in college; they start in high school. In this episode, Dr. Bryan Sisk, Senior Vice President and Chief Nurse Executive for Memorial Hermann Health System, discusses how the innovative HEAL High School is building a sustainable healthcare workforce by investing in students as early as ninth grade. He shares how a first-of-its-kind partnership creates a “working hospital” inside a high school, equipping students with industry-recognized certifications and real-world clinical exposure. He explains why mentorship, professional standards, and communication skills are just as critical as clinical training in preparing the next generation. He also highlights how hiring locally and removing barriers to entry can directly advance health equity and strengthen entire communities. Tune in to hear how bold thinking, strong partnerships, and early investment in young people could reshape the future of healthcare. About Dr. Bryan Sisk: Bryan Sisk, DNP, RN, NE-BC, serves as Senior Vice President and Chief Nursing Executive for Memorial Hermann Health System. In this role, Sisk leads the strategic direction of the organization’s nursing workforce, comprising more than 14,000 registered nurses. Dr. Sisk is a 20-year veteran of the U.S. Army. He has served in various leadership roles – ranging from Chief Nurse Officer, nurse advocacy and leadership development, preventive medicine, and public health in military, government, for-profit, and not-for-profit health systems. He is a strong advocate for the nursing profession, works tirelessly to reduce barriers to health care as a career, and is passionate about creating supportive environments that accelerate personal and professional growth. He championed the newly formed Memorial Hermann Institute for Nursing Excellence that leverages frontline multidisciplinary teams to reimagine how care is delivered to all patients, now and for generations to come. In addition, Dr. Sisk is a member of the team that created the first-of-its-kind Health Education and Learning (HEAL) High School, a partnership between Aldine Independent School District, Memorial Hermann, and Bloomberg Philanthropy designed to offer robust academic programming, work-based learning, and early employment into pathways that provide a lifetime of growth with continuing education opportunities. Dr. Sisk routinely speaks on a wide range of topics and is an active mentor. He is a native Texan who loves sports, music, and outdoor activities, and lives in Houston with his wife of 35 years and their twin sons. His daughter is also a proud emergency department nurse in Central Texas. Source Links & Resources: Connect with and follow Dr. Bryan Sisk on LinkedIn. Follow Memorial Hermann Health System on LinkedIn and visit their website! Learn more about HEAL High School here! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Eliminating workplace bullying doesn’t start with policies; it starts with vision. In this episode, host Dr. Renee Thompson discusses why a leader’s clear, intentional vision is the missing ingredient for addressing workplace bullying and incivility. She explains why “vision first, culture second” is essential for shaping consistent behaviors and preventing teams from defaulting to unhealthy norms. Dr. Thompson shares how a practical, department-specific vision acts as a guidepost for daily decision-making and accountability. She also offers real-world examples of how leaders can translate vision into observable behaviors that create respectful, psychologically safe work environments. Tune in to learn how defining and modeling a clear cultural vision can transform the way teams treat one another and build healthier workplaces. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations around the world to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Eliminating workplace bullying and incivility begins with a leader clearly defining the culture they want to create. A compelling vision provides a “true north” that guides behavior, decision-making, and accountability during everyday work and moments of stress. Vision is not a mission statement or list of values, but a vivid, practical picture of how people treat one another day to day. Culture change is most effective when visions are specific to each department’s realities, challenges, and work environment. Translating vision into explicit, observable behaviors helps teams align expectations and sustain a respectful, psychologically safe workplace. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Tolerating one toxic high performer can quietly damage an entire team. In this episode, host Dr. Renee Thompson discusses how leaders can effectively address bullying and incivility from clinically competent but disruptive employees. She explains why vague expectations allow bad behavior to persist and how clearly defined behavioral standards create accountability. Drawing on the “love ’em, but leave ’em” approach, Dr. Thompson outlines how to hold difficult but respectful conversations that balance truth with grace. She emphasizes that professionalism and kindness are as essential to patient outcomes as technical skill, and must be treated as non-negotiable. Tune in to learn practical strategies for protecting culture, restoring psychological safety, and leading with clarity and courage. About Dr. Renee Thompson: Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations around the world to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn In This Episode: Workplace bullying and incivility have a measurable negative impact on employee engagement, retention, well-being, and patient outcomes. Clinically competent employees must still be held accountable for professional behavior, technical skill alone does not excuse disrespectful conduct. Leaders must set clear, specific behavioral expectations and involve the team in defining what is acceptable and unacceptable. Honest, respectful conversations that balance truth with grace are essential for addressing disruptive behavior while maintaining dignity. The “love ’em, but leave ’em” approach allows leaders to care for employees while being willing to remove those who consistently violate behavioral standards, protecting team culture and psychological safety. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn. Learn more about the Healthy Workforce Institute on their LinkedIn and website. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

Burnout isn’t a personal failure. It’s often the result of misaligned values, poor boundaries, and leaders who don’t realize they’re running on empty. In this episode, Dr. Andrea Coyle, Chief Clinical and Innovation Officer at SE Healthcare, shares her personal journey through burnout, describing how constant organizational change and exclusion from leadership spaces eroded her sense of value and initially led her to misinterpret warning signs like cynicism and exhaustion. She explains the concept of “humility through acceptance,” highlighting how asking for help, setting boundaries, and improving communication can break the cycle of burnout. Andrea also offers practical strategies for presence, stress management, and habit-building, including slowing down, creating supportive systems, and cultivating self-awareness. She emphasizes that leaders experience burnout alongside frontline clinicians and that fostering a culture of awareness is essential for sustainable healthcare leadership. Tune in and learn how to recognize burnout early, realign with your values, and build habits that support long-term resilience! About Andrea Coyle: Andrea Coyle, DNP, MHA, NEBC, is a seasoned healthcare executive, innovation leader, and inspirational speaker based in Charleston, South Carolina. Currently serving as Chief Clinical and Innovation Officer at SE Healthcare, she leads strategic initiatives that elevate quality of care, patient satisfaction, nurse engagement, and provider well-being. A 2019 DAISY Nurse Leader Honoree, Andrea is widely recognized for her leadership acumen and ability to drive meaningful change across complex healthcare systems. She brings nearly two decades of experience from the Medical University of South Carolina, where she directed Professional Excellence and Magnet Programs, and she continues her global impact as owner and consultant at Overseas Nursing Excellence (O.N.E.). Passionate about developing people, Andrea coaches and mentors emerging leaders to overcome barriers, accelerate career growth, and lead with clarity and purpose. She is also the creator and host of The Shift with Dr. Andrea Coyle podcast, where she explores modern leadership in healthcare. What You’ll Learn In This Episode: Burnout manifests as cynicism, exhaustion, and loss of self-efficacy long before individuals recognize it. Many leaders mistake burnout symptoms for personal failure rather than systemic strain. Misalignment between a leader’s values and an organization’s erodes motivation and well-being over time. Awareness and naming burnout is the first step toward meaningful intervention and change. Leaders who hide burnout perpetuate unhealthy cultures and block early opportunities for support. Links & Resources: Connect with and follow Andrea Coyle on LinkedIn. Follow SE Healthcare on LinkedIn and visit their website! Listen to The Shift with Dr. Andrea Coyle podcast here. Listen to Renee’s interview on The Shift podcast here. Call Andrea directly at +1 (843) 478-1135. Email Andrea directly here. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

A respectful culture doesn’t happen by accident; it’s built through values, leadership, and systems that hold everyone accountable. In this episode, Dr. Gerald Hickson, Founding Director of the Vanderbilt Health CPPA, discusses what it truly takes to create and sustain a culture of safety and respect in healthcare. He explains why clearly defined core values must guide decisions during crises, how leadership credibility depends on fairness and consistency, and why peer-to-peer accountability is more effective than top-down punishment. Dr. Hickson explores the “coffee conversation” model for addressing early signs of unprofessional behavior, the role of data in identifying harmful patterns, and how structured escalation prevents small lapses from becoming systemic risks. He also shares how infrastructure, AI-assisted reporting, and interdisciplinary huddles help organizations respond quickly to serious concerns while supporting clinicians, and he closes with reflections on leadership courage, sustainability, and why respectful behavior is inseparable from patient safety and team performance. Tune in to learn how to build a culture where accountability, trust, and safety reinforce one another! About Dr. Gerald Hickson: Gerald B. Hickson, MD, is the Joseph C. Ross Chair of Medical Education and Administration, Professor of Pediatrics, and Founding Director of the Vanderbilt Health CPPA. Since joining Vanderbilt in 1982, he has held senior leadership roles in clinical affairs, risk prevention, and systemwide quality and safety, including Senior Vice President of Quality, Safety, and Risk Prevention, helping advance high reliability and professional accountability at VUMC. For more than three decades, Dr. Hickson’s research has explored why patients pursue litigation, why some clinicians attract disproportionate claims, and how health systems can intervene early with high-risk behaviors. His work has produced 170+ peer-reviewed publications and led to widely adopted programs such as PARS® and CORS℠, now used in over 200 U.S. hospitals. A national leader in patient safety and professionalism, he chairs the board of the Institute for Healthcare Improvement, serves on the board of Keck (USC) Health System, and advises international regulators. What You’ll Learn In This Episode: A culture of safety starts with clearly articulated core values that leaders consistently uphold, especially under pressure. Peer-to-peer conversations are more effective than punishment because they promote reflection and self-regulation instead of defensiveness. Small lapses in behavior often signal larger patterns, and data systems help organizations intervene before harm occurs. Most professionals correct behavior after a single respectful conversation when expectations are clear and fair. Infrastructure, not good intentions, determines whether accountability is applied consistently across roles and hierarchies. Links & Resources: Connect with and follow Dr. Gerald Hickson on LinkedIn. Follow Vanderbilt Health on LinkedIn and visit their website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

You don’t get to choose when the stakes are high, but you do choose how you show up. In this episode, Caitlin Gardner, founder of Blooming Communications, explores how leaders can communicate with calm confidence in high-stakes environments, particularly in healthcare, where what feels routine to one person can be life-changing for another. She explains why human connection matters even more in an AI-driven world and how stepping out from behind email and screens fosters trust more quickly than endless digital messages. Caitlin shares practical tactics, including triaging communication like clinical care, reducing email noise, and increasing visibility through small habits such as walking to meetings, sharing meals, and maintaining eye contact. She also addresses conflict management through techniques like the “pregnant pause,” graceful exits when emotions rise, and building a “reputation bank account” by making consistent trust deposits before they are needed. Tune in and learn how to lead with steady presence, stronger relationships, and better outcomes when pressure is highest! About Caitlin Gardner: Caitlin Gardner, CFE, is an award-winning communications and brand leader with 20 years of experience helping B2B brands and executives grow with clarity, credibility, and impact. As Founder and Chief “Gardner” of Blooming Communications, she partners with leaders to sharpen strategy and turn authentic stories into measurable results through PR, thought leadership, and integrated marketing campaigns. A professional keynote speaker and professor at the University of Florida, Caitlin shares her Strategic Communications Playbook and teaches entrepreneurship, innovation, and modern communications. Known for inspiring teams and connecting with diverse audiences, she blends creativity with business insight to drive revenue, relevance, and lasting brand equity. What You’ll Learn In This Episode: Leaders must show up with empathy, clarity, and presence, recognizing that high-stakes moments exist even if they don’t feel high-stakes to them. Sending more emails to gain control often creates chaos; communication should be intentional, consolidated, and triaged to reduce noise. Visibility is built through small, consistent actions, such as walking to meetings, sharing meals, and acknowledging others, which can profoundly impact confidence and development. When emotions rise, the best response is to pause or step aside gracefully, prioritizing composure over winning the moment. Trust functions like a reputation bank account: consistent deposits of reliability and respect create credibility when it’s most needed. Links & Resources: Connect with and follow Caitlin Gardner on LinkedIn. Follow Blooming Communications on LinkedIn and Instagram and visit their website! Email Caitlin directly here. Buy Fisher Jefferson’s book The Next Conversation here. Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

What happens when a healthcare leader finally steps away from the chaos? In this episode, Dr. Megan Carter, President and Founder of MC Health Care Consulting, discusses how stepping away from nonstop crisis mode led her to heal from burnout, redefine her identity beyond titles, and ultimately launch the Chaos Whisperer movement. She shares how years of fight-or-flight leadership left her nervous system dysregulated, and how intentional reflection, nervous-system work, and support from peers helped her imagine a healthier way to lead. Dr. Carter explains why today’s nurse leaders often feel trapped in meetings, interruptions, and firefighting, rather than focusing on their teams and patient care. She also outlines practical strategies for reclaiming time, addressing unspoken expectations, and creating protected space for meaningful leadership work. Tune in to discover how healthcare leaders can transition from merely surviving to thriving, and lead with clarity, impact, and humanity! About Dr. Megan Carter: Dr. Megan Carter is an innovative nurse executive with nearly 20 years of experience leading healthcare teams in hospitals across the country. She is a proud graduate of Duke University, where she received her DNP in Executive Leadership and is board-certified as an Advanced Nurse Executive. She is also a graduate of the Nurse Executive Fellowship through the AONL. Dr. Carter is the President & Founder of MC Health Care Consulting, where she has started the Chaos Whisperer movement for busy healthcare leaders. As a published author & consultant, she is helping healthcare and nurse leaders address burnout, overwhelming workloads, and meeting overload through her patented frameworks and programs, including the Simplify to Impact workshops, keynote speaking, consulting and executive coaching. Dr. Carter is the host of “The Chaos Whisperers of Healthcare” podcast, where she and her guests give busy healthcare leaders the practical tips and tools they need to go from surviving to thriving in leadership. She is an active board member of the North Texas Organization for Nursing Leadership and supports the work of the Education Committee and the Membership Committee. She is also a member of the AONL Annual Conference Committee and an advisory board member of the Texas Christian University DNP program. What You’ll Learn In This Episode: Leadership burnout is driven by nervous system dysregulation as much as excessive workload. Healthcare leaders often tie their identity and worth to titles, productivity, and constant availability. Nurse leaders are overwhelmed because they lack control over their time, priorities, and unspoken expectations. Protected time is essential for clinician support, patient safety, and quality outcomes. When leaders reclaim time and regulate their energy, culture, well-being, and patient outcomes improve. Links & Resources: Connect with and follow Dr. Megan Carter on LinkedIn. Follow MC Health Care Consulting on LinkedIn and visit their website! Check out the 33 Scripts Guide to Address Disruptive Behaviour here! Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here! Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here. Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson chats with Kristen Gilmore, the Program Manager for Nurse Well-Being at Jefferson Health, about what nurse well-being looks like when it’s thoughtfully designed and fully integrated into the workplace. Kristen shares how her inaugural, grant-funded role supports nurses across all career stages – from new graduate nurses to nurse leaders. The conversation explores how Jefferson Health embeds well-being directly into clinical environments through nurse coaching and therapy-based programs, including pet, music, and art therapy, without disrupting patient care. Listeners will gain insight into why stress drives incivility and turnover, how proactive support improves retention, and why investing in nurse well-being is a leadership responsibility, not a perk. What You’ll Learn in This Episode What an effective nurse well-being role actually looks like How therapy-based programs support nurses during their shifts Why stress fuels incivility and unhealthy work cultures How nurse coaching strengthens new graduate confidence and retention Why leadership well-being is essential to workforce stability About Kristen Gilmore Kristen Gilmore, MSN, RN, CEN, TCRN, NE-BC, NC-BC, is the inaugural Program Manager for Nurse Well-Being at Jefferson Health, supporting the Bucks, Frankford, Einstein Montgomery, and Torresdale campuses. She has a background in emergency nursing and nursing leadership and is deeply committed to advancing clinician well-being. Kristen serves as President of the Philadelphia Chapter of the Emergency Nurses Association (ENA) and chairs the ENA National Wellness Committee. She is a board-certified nurse coach, Certified SMART Practitioner, national speaker, and co-author in the Journal of Emergency Nursing. Her work focuses on integrating evidence-informed well-being strategies into real-world clinical settings. Links & Resources Email Kristen: [email protected] Connect with Kristen on LinkedIn Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here!  Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this special year-end episode of the Coffee Break Podcast, Dr. Renee Thompson closes out 2025 with reflection, clarity, and intention. Instead of a traditional recap, Renee shares what truly stood out to her this year – the ideas that shaped her thinking, the language she kept returning to, and the lessons that influenced how she leads, coaches, and lives. Through personal stories and professional insight, Renee explores the power of truth paired with grace, the difference between a judger lens and a learner lens, and why having a clear vision for culture matters more than ever. She also reflects on boundaries, productivity, and self-leadership, offering listeners permission to protect their time, energy, and well-being. This episode is perfect for healthcare leaders who want to end the year grounded and begin the next one intentionally. About Dr. Renee Thompson Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations around the world to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn in This Episode Why effective feedback requires both truth and grace – and what happens when one is missing How shifting from a judger lens to a learner lens changes growth, resilience, and self-leadership Why leaders must clearly articulate and repeatedly communicate their vision for culture How “space and permission” create safer conversations about behavior and accountability What setting “bumpers” can teach us about boundaries, productivity, and sustainability Why being an “advice monster” can get in the way of real leadership and coaching How protecting yourself as the asset benefits your team, organization, and future Practical reflection prompts to help you move from 2025 into 2026 with intention Links & Resources Connect with and follow Dr. Renee Thompson on LinkedIn Learn more about the Healthy Workforce Institute on their LinkedIn and website Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and Amazon #1 Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders on Amazon  here! And on the website here.  Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Dr. Heidi Kosanke to explore one of the most critical, and often overlooked, issues in nursing today: how we prepare and support preceptors and students during the transition to practice. Together, Renee and Heidi unpack what shifted in clinical education after the pandemic, why so many preceptors feel unprepared, and how this gap directly impacts new graduate confidence, communication, and retention. Heidi shares insights from her research and real-world experience, including how inadequate preceptor preparation can unintentionally contribute to stress, incivility, and unsafe learning environments. This episode is especially valuable for nurse leaders, educators, academic partners, and anyone invested in creating stronger academic–practice partnerships and healthier transitions for new nurses. What You’ll Learn in This Episode Why the transition to practice really begins in the final semester of nursing school The hidden gaps in traditional preceptor training programs How poor preparation contributes to stress, incivility, and moral distress Practical strategies to support preceptors, students, and faculty Why well-being and clinical judgment must be taught together How academic–practice partnerships can become a true win–win About Dr. Heidi Kosanke Dr. Heidi Kosanke, DNP, MSN/Ed, RN, is an Assistant Clinical Professor and Program Director at the University of Arizona College of Nursing. She has over 20 years of nursing experience and is passionate about preparing practice-ready nurses who can remain resilient in the face of challenges. Heidi is the co-author of Building Social Resilience in Nursing, a workbook designed to help nursing students develop strong social support systems and positive coping skills. Her work focuses on improving the confidence, well-being, and self-efficacy of nurse preceptors so they can better support students and new graduate nurses during the transition to practice. Links & Resources Connect with Dr. Heidi Kosanke on LinkedIn Email Heidi at [email protected] Check out her company on LinkedIn Check out her website: www.enhancedpreceptors.com Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Dr. Tera Gross, Chief Nursing Officer at Mayo Clinic in Florida, for a thoughtful and practical conversation about what it truly takes to lead well in today’s healthcare environment. A seasoned nurse executive and national nursing leader, Tera shares how intentional leadership development, strong relationships, and a quality improvement mindset can shape culture, improve outcomes, and reduce disruptive behaviors across teams. From fostering psychological safety to equipping leaders with the skills to give and receive feedback, this episode is packed with real-world insights leaders can immediately apply. This conversation is especially valuable for nurse leaders, executives, and anyone responsible for shaping culture in complex healthcare systems. What You’ll Learn in This Episode Why leadership development must go beyond technical skills and focus on relationships, influence, and trust How fostering a culture of feedback improves accountability and psychological safety Practical strategies for addressing disruptive behavior with curiosity, clarity, and consistency How quality improvement is a mindset, not just a project Why interprofessional leadership alignment is essential to a healthy work culture Lessons from Tera’s leadership journey and how reflection shapes better leaders About Dr. Tera Gross Tera L. Gross, DNP, RN, NEA-BC, CENP, FACHE, is the Chief Nursing Officer for Mayo Clinic in Florida. She has served in progressive leadership roles at Mayo Clinic for nearly 25 years in both Minnesota and Florida. Tera is a Fellow of the American College of Healthcare Executives, Assistant Professor of Nursing at the Mayo Clinic College of Medicine, and a recipient of the Diamond Quality Fellow Award from the Mayo Quality Fellows Program. She currently serves as Region 4 Director on the American Organization for Nursing Leadership (AONL) Board of Directors and is passionate about empowering healthcare leaders to thrive through quality improvement, integrity, and intentional leadership.  Links & Resources Connect with Dr. Tera Gross on LinkedIn Email Tera at [email protected] Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Dr. Courtney Ruck, Divisional Director for Critical Care at Tower Health and one of the organization’s champions for creating a culture of civility. A nurse leader who blends compassion, accountability, and action, Courtney shares her personal journey – from being a new nurse afraid to speak up to becoming a DNP-prepared leader determined to break the cycle of bullying and incivility in healthcare. Courtney opens up about her early experiences with disruptive behavior, how those moments shaped her leadership, and why psychological safety is non-negotiable in today’s demanding healthcare environment. She and Renee discuss the power of collective learning, the impact of equipping leaders with real scripts and strategies, and the importance of building a culture where accountability and kindness coexist. Anyone who wants to strengthen team culture, support new nurses, or become a more confident leader will find this conversation incredibly relatable…and encouraging. About Dr. Courtney Ruck Courtney Ruck, DNP, RN, SCRN, NEA-BC, is the Divisional Director for Critical Care at Tower Health in Reading, PA. With more than eight years of leadership experience, she is known for elevating patient care, advancing professional practice, and creating supportive, high-performing teams. Courtney previously served as Nursing Unit Director of the Neuroscience Stroke Unit at Reading Hospital, leading expansion efforts and implementing innovative engagement strategies. Courtney earned her Doctor of Nursing Practice from West Chester University, where she focused on leadership support and bedside engagement to build a culture of civility. She is passionate about developing future nurse leaders and fostering environments where accountability, compassion, and clinical excellence thrive. What You’ll Learn in This Episode Why culture shaped Courtney’s leadership journey,  including the early experiences with bullying that motivated her to work toward safer, kinder environments. How leaders can build psychological safety so new nurses feel supported, confident, and willing to speak up. The power of cohort learning and how bringing 70+ nurse leaders together created shared language, alignment, and vulnerability across Tower Health. Why scripts matter and how using structured communication tools helps leaders address disruptive behavior with clarity and not avoidance. How to embed Healthy Workforce practices into everyday leadership, including making “Healthy Workforce” a standing agenda item. Simple, practical cultural strategies — from welcoming new hires with intention to preparing for difficult conversations. A fun closing surprise: Courtney’s obsession with sourdough baking…and why learning new skills fuels her joy. Links & Resources Connect with Dr. Courtney Ruck on LinkedIn Email Courtney at [email protected] Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Dennis W. Pullin, FACHE, President and CEO of Virtua Health and an influential voice in healthcare leadership. Known for his commitment to being a “champion of humanity” and for leading with presence, purpose, and heart, Dennis shares insights on culture, authenticity, and what it truly means to show up as a leader. From discussing the leadership lessons woven through his Amazon bestselling book Suited for Leadership to exploring how he fosters respect and belonging across a large health system, Dennis offers a powerful reminder that great leadership isn’t about status…it’s about how you treat people. If you want to learn how to lead with courage, authenticity, and humanity, this episode is for you. About Dennis Pullin Dennis W. Pullin, FACHE, is the President and CEO of Virtua Health, an academic health system in New Jersey serving communities across more than 400 locations. Widely recognized for his transformational leadership, Dennis has been named one of the Top 10 Healthcare Leaders in the U.S., a Top 25 Innovator, and one of Modern Healthcare’s 100 Most Influential People. A thought leader, board member, educator, and advocate for health equity, he is also the author of the bestselling book Suited for Leadership: How to Show Up with Purpose to Have a Lasting Impact. What You’ll Learn in This Episode How Dennis defines being “suited” for leadership — and why it has nothing to do with clothing Why authenticity is the most attractive trait in a leader How he creates a culture of respect, belonging, and shared purpose at Virtua Health What it looks like to hold people accountable at every level, including the highest Why vulnerability and continuous learning are essential leadership practices The “refrigerator moment” his mother gave him that still guides him today And yes…what makes the perfect margarita Links & Resources Connect with Dennis on LinkedIn Email Dennis: [email protected] Grab a copy of his book, Suited for Leadership: How to Show Up with Purpose to Have Lasting Impact here.   Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In Part 2 of this two-part series, Dr. Renee Thompson continues exploring the updated edition of Enough! by focusing on Chapters 6–10. She breaks down practical strategies leaders can use to hold employees accountable, hardwire healthy cultural norms, strengthen communication, and weave kindness into daily practice. Renee also highlights new leadership skills needed in today’s workforce – including lateral agility, radical candor, multiverse communication, and becoming a leader-as-coach.  This episode gives leaders clear, actionable steps to address disruptive behaviors and build a respectful, professional work culture. About Dr. Renee Thompson Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations around the world to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn in This Episode Why accountability begins with a strong partnership between leaders and HR How communicating your process builds trust and reassures employees What effective documentation should include — and why it matters Practical strategies to hardwire and sustain healthy cultural norms The impact of initiatives like Sacred Spaces, Shift Success, Mother Bear, and Red Carpet Treatment How kindness can serve as a powerful antidote to disruptive behaviors Four leadership skills essential for today’s workforce: lateral agility, radical candor, multiverse communication, and leader-as-coach How these chapters guide leaders to intervene early, prevent escalation, and create a respectful, professional workplace Links & Resources Connect with and follow Dr. Renee Thompson on LinkedIn Learn more about the Healthy Workforce Institute on their LinkedIn and website Check out part one where Renee discusses chapters 1-5 here.  Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and Amazon #1 Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders on Amazon  here! And on the website here.  Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson takes listeners behind the scenes of her newly updated book Enough! Eradicate Bullying and Incivility in Healthcare: Strategies for Frontline Leaders. This is Part 1 of a two-part series where she unpacks why she rewrote the book, what’s changed since the original 2019 release, and what leaders can immediately take away from the first five chapters. Renee shares vulnerable moments from her early leadership career, explains the “hidden virus” harming healthcare teams, and walks through mindset shifts and strategies leaders need to stop normalizing disruptive behaviors. She also covers the importance of awareness, the power of vision and behavioral expectations, and why confronting overt incivility is both essential and doable when leaders have the right tools. Listeners will walk away with practical strategies they can begin using today to address disruptive behaviors and foster a healthier, more professional work culture. About Dr. Renee Thompson Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations around the world to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams. Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy. What You’ll Learn in This Episode Why Renee chose to revise and expand her original 2019 book rather than write a new one The personal story in Chapter 1 that shaped her mission to eradicate bullying Why leaders must stop normalizing deviant behaviors How disruptive behavior threatens patient safety and fuels turnover A practical approach for having honest behavior-focused conversations with employees How to create a compelling vision and translate it into clear behavioral expectations Why scripting works — and how leaders can begin addressing overt behaviors with confidence What to expect in Part 2 of this series as she explores the remaining chapters Links & Resources Connect with and follow Dr. Renee Thompson on LinkedIn Learn more about the Healthy Workforce Institute on their LinkedIn and website Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and Amazon #1 Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders on Amazon  here! And on the website here.  Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson chats with Dr. Penelope (Penny) Gorsuch, Senior Vice President and Chief Nurse Executive at Summa Health. With 38 years in healthcare and 28 in leadership – including 28 years in the U.S. Air Force – Penny shares how she’s transforming Summa’s culture through evidence-based leadership and a clear nursing vision: “To deliver care beyond expectations.” From rebuilding professional governance to reducing ED turnover from 80% to zero, Penny’s approach shows what’s possible when leaders align vision, strategy, and implementation. If you’re ready to move beyond talking about healthy work environments and start building one that lasts, this episode is for you. About Dr. Penelope Gorsuch Penelope Gorsuch, DNP, RN, NEA-BC, EBP-C, FACHE, USAF Col (Retired), is the Senior Vice President and Chief Nurse Executive at Summa Health. With more than 38 years in healthcare and 28 in leadership, she is known for fostering cultures of inquiry that drive quality and reliability across large health systems. A retired Colonel from the United States Air Force, Penny has led major initiatives in nursing strategy, evidence-based practice, and relationship-based care. She also serves as an Assistant Professor at The Ohio State University College of Nursing, teaching leadership in their DNP Executive track. What You’ll Learn in This Episode How to lead large-scale culture change using evidence-based frameworks The importance of vision and how to cascade it from the C-suite to the bedside Strategies for rebuilding professional governance and re-engaging nurses How evidence-based practice strengthens healthy work environments Why implementation must be tailored at the unit level to succeed Links & Resources Connect with Penny on LinkedIn Email Penny at [email protected]  EP 98: Why Healthy Work Environments Are Non-Negotiable - Healthy Workforce Institute with Dr. Vicki Good Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson chats with Dr. Christine Young, Chief Nursing Officer at Akron Children’s Hospital and President of the Ohio Organization for Nursing Leadership. Christine shares how she’s helping her team build a culture where nurses feel valued, supported, and inspired to stay. They talk about how mission and purpose fuel retention, the importance of well-being, and why giving nurses a voice in decision-making leads to stronger engagement. Christine also highlights the success of Akron Children’s RN Career Path program and their Rising Nurse Leader Academy – two initiatives transforming nurse development and retention. If you’re a leader looking for real-world examples of what works to create a healthy work culture, this episode is for you. About Dr. Christine Young Christine Young, DNP, MBA, RN, NEA-BC, joined Akron Children’s in 2012 and currently serves as Chief Nursing Officer. She has more than 30 years of nursing experience and 25 years in leadership. Christine led the design and implementation of Akron Children’s virtual nursing program and oversees behavioral health, perinatal, surgical, inpatient, and respiratory care services across the region. She’s also President of the Ohio Organization for Nursing Leadership. What You’ll Learn in This Episode How culture directly impacts nurse retention Strategies to engage a multi-generational workforce Why involving staff nurses in decisions is non-negotiable How to develop and retain nurse leaders Ways to rebuild connection and teamwork after the pandemic Links & Resources Connect with Christine on LinkedIn Email Christine at [email protected] Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with communication expert Kelli Newman, APR, President of Newman & Newman, to explore how communication shapes trust, engagement, and culture within healthcare organizations. Together, Renee and Kelli break down the difference between brand messaging (what your organization says it stands for) and values messaging (how those values show up in daily behavior). They discuss practical strategies for translating words into authentic experiences, so that what your organization says aligns with what your people actually feel and see every day. Kelli shares how the words leaders choose (and how they live them out) directly influence how employees connect, collaborate, and trust one another. If you’ve ever wondered how to bring your mission, vision, and values to life, or how to communicate in a way that builds genuine trust, this episode is for you. About Kelli Newman Kelli Newman, APR, is President of Newman & Newman, a Houston-based, woman-owned communication strategies firm. For more than 30 years, she’s helped healthcare and nonprofit organizations create authentic brand and values messaging that strengthens culture and builds trust. She’s also the creator of Experienced Messaging®, a proprietary, trademarked process that helps leaders align what they say with what people experience. Kelli teaches marketing and communication at Rice University’s Leadership Institute for Nonprofit Executives and is an active member of the Ignite Health Network, a coalition of women leaders influencing the future of healthcare. What You’ll Learn in This Episode Why communication is the cornerstone of trust and engagement The difference between brand messaging and values messaging How to make organizational values tangible and actionable Simple ways to connect your department’s identity with the organization’s mission Why “scripting” doesn’t work and what authentic communication looks like instead How to align messaging, behaviors, and experiences to create a culture of integrity Links & Resources Visit ExperiencedMessaging.com Connect with Kelli on LinkedIn Email: [email protected] Harvard Business Review: Begin with Trust   Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, I sit down with the ever-inspiring Dr. Joy Parchment, Assistant Professor at the University of Central Florida College of Nursing and one of the most respected nurse leaders I know. Joy and I talk about what it really takes to develop capable executive leaders — the kind who not only drive outcomes but also build strong, trusting relationships with their teams. We unpack the difference between “command and control” leadership and relational leadership, how to handle conflict with curiosity, and why self-awareness is the foundation for leading well. This is an honest, heart-centered conversation about leadership, humanity, and the power of relationships. If you’ve ever felt the pressure to have all the answers or struggled to stay calm in the storm, this episode will remind you that the best leaders don’t lead from perfection — they lead from awareness and authenticity. About Dr. Joy Parchment Joy Parchment, PhD, RN, NEA-BC, CPDC, ACC, is an accomplished nurse leader, educator, and coach with over 35 years of diverse nursing experience. She serves as an Assistant Professor at the University of Central Florida College of Nursing and is a Commissioner on the ANCC Commission on Magnet®. Joy is deeply committed to helping nurse leaders grow their capacity to lead with confidence, compassion, and courage. What You’ll Learn in This Episode Why building relationships is the foundation of effective leadership The power of curiosity over judgment when managing conflict How to recognize and manage your triggers as a leader Simple tools to help you stay intentional and grounded How self-talk shapes leadership mindset — and how to shift it Links & Resources Connect with Dr. Joy Parchment on LinkedIn. Email Joy: [email protected] Book: Change Your Questions, Change Your Life by Dr. Marilee Adams Buckwheat Sprouted Flour Renee mentioned Book: The Next Conversation by Jefferson Fisher Coffee Break Podcast Episode with Dr. Simmy King here Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Greta Rosler, CEO and Principal of Radius Leaders, to talk about one of the most practical and transformative leadership tools in healthcare – strategic leader rounding. Greta shares how being intentional and present as a nurse leader can strengthen connection, improve engagement, and foster a healthier, more respectful culture. From developing measurable rounding frameworks to empowering staff through open-ended conversations, Greta explains how leaders can move beyond “checking the box” and make every round meaningful. If you’ve ever wondered how to balance visibility with strategy, or how to round without feeling like you’re putting out fires all day, this episode is for you. About Greta Rosler Greta Rosler, MSN, RN, NEA-BC, CPXP, is an experienced nurse leader with a background in frontline nursing leadership, patient experience, and professional development. She is the CEO and Principal of Radius Leaders, a nurse leader development partnership she founded in 2017. Through her Skilled Nurse Leader© and WIN Your Rounds© programs, Greta helps healthcare organizations strengthen leadership skills, improve engagement, and sustain healthy work environments. Her work has led to measurable improvements in turnover, patient experience, and nurse leader confidence. Greta is actively involved with the Pennsylvania Organization of Nurse Leaders (PONL), serves as a subject matter expert for multiple healthcare leadership organizations, and is currently pursuing her PhD in nurse leader self-efficacy and rounding effectiveness. What You’ll Learn in This Episode How strategic, intentional rounding builds trust and psychological safety Why most leaders struggle with rounding and how to fix it The difference between “checking the box” and creating meaningful engagement How to empower your team instead of enabling them Simple, open-ended questions that transform performance conversations Why presence and purpose are key to sustaining a healthy work culture Links & Resources Connect with Greta Rosler: LinkedIn Visit Radius Leaders: www.radiusleaders.com Email Greta: [email protected] Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book and #1 Amazon Best Seller Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Have a question for Renee? Email us at [email protected] to have your leadership question featured in an upcoming Q&A episode! Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases. Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.

October is Bullying Prevention Month – a time when awareness of this global issue is amplified. In this episode of the Coffee Break Podcast, Dr. Renee Thompson shares practical strategies that leaders can implement right away to stop the cycle of disruptive behaviors, create safer environments for staff and patients, and build healthier teams. Drawing from decades of experience coaching healthcare leaders, Renee unpacks four of the most common challenges leaders face and gives actionable solutions: from un-normalizing deviant behavior, to stopping overt incivility in the moment, to avoiding the trap of over-defending yourself, and addressing behaviors you didn’t personally witness. She also shares a bigger-picture approach: why workshops alone won’t solve this problem, why HR and the interprofessional team must be part of the solution, and how the Healthy Workforce Institute’s Framework can guide organizations toward real, lasting culture change. About Dr. Renee Thompson: Dr. Renee Thompson is a sought-after speaker, author, consultant, and leading authority on creating healthy workforces by eliminating bullying and incivility. With more than 31 years as a clinical nurse, nurse educator, quality manager, and nurse executive, Dr. Thompson is a leading authority on workplace bullying and incivility and spends the majority of her time working with healthcare leaders who want to cultivate a healthy workforce. Renee is the CEO and Founder of the Healthy Workforce Institute and has been repeatedly published, interviewed, and awarded for her work to eradicate disruptive behaviors in healthcare. In 2020, the Joint Commission invited Renee to become a member of their Workplace Violence Technical Advisory Panel. She has been published in numerous nursing journals and is a frequently invited guest on radio, podcasts, webinars, and online social media platforms. In 2016, Renee received the Nursing Excellence Award as a nurse entrepreneur to honor her work to eliminate workplace bullying. She received the first Outstanding Nursing Alumni for Excellence in Leadership Award and Distinguished  Alumni recognition from her alma mater and was a finalist in the Healthcare Heroes Awards as a Healthcare Provider. Her blog has won numerous awards as a Top Nursing Blog “must-read” by the online nursing community, and her anti-bullying videos are viewed by healthcare organizations around the world. Renee is one of only 30 nurses in the world who have achieved the prestigious certified speaking professional designation. In 2018, she was recognized as one of LinkedIn’s Top Ten Voices in Healthcare for her contribution to the global online healthcare community. In 2022, she was identified as one of the top 5 Nurse Influencers on LinkedIn. Also, in 2022, Renee was inducted as a Fellow of the American Academy of Nursing for her work to eradicate disruptive behaviors in healthcare. Renee has a Master's degree in Nursing Education and a Doctorate of Nursing Practice from the University of Pittsburgh. Links & Resources Connect with and follow Dr. Renee Thompson on LinkedIn Learn more about the Healthy Workforce Institute on their LinkedIn and website Download your copy of our 33 Scripts to Address Disruptive Behavior When You Don’t Know What to Say Check out Renee Thompson’s newly revised book Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here! Check out Renee Thompson’s book Do No Harm Applies to Nurses Too! Strategies to Protect and Bully-proof Yourself at Work here! Learn more about the Eradicating Bullying & Incivility eLearning Program here! Check out the article: 3 Common Landmines to Avoid When You Confront Bullying Behavior

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Dina MacDonald, Nursing Director of the Maternal Newborn Center at MedStar Montgomery Medical Center, to talk about something we can all relate to – turning a toxic work environment into one where people actually want to come to work. Dina shares her personal journey from being the target of a bullying boss to becoming a leader who reshaped her department’s culture. She opens up about the power of accountability, why tough conversations are necessary, and how even the hardest decisions can set the tone for a healthier, more respectful workplace. If you’ve ever wondered how to deal with resistors, set clear expectations, and build a team that actually supports one another, this episode is for you.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson sits down with Dr. Katherine Virkstis, Chief Clinical Officer at Get Well, to talk about the intersection of patient experience, staff well-being, and healthy workplace culture. Katherine shares Get Well’s inspiring origin story, which was founded by a patient who believed every person should be treated like a VIP, and how their digital tools now empower patients, reduce cognitive burden on staff, and foster joy in care delivery. She also explains how innovations like automated documentation, real-time feedback, and a digital kindness pledge are not just transforming patient experience, but also strengthening work cultures and reducing workplace aggression. You’ll hear practical strategies leaders can use right now to reduce stressors, support their teams, and create a safer, more respectful environment for both staff and patients.

In this episode of the Coffee Break Podcast, Dr. Renee Thompson welcomes Patricia McGaffigan, President of the Certification Board for Professionals in Patient Safety at the Institute for Healthcare Improvement. Patricia has dedicated her career to advancing patient and workforce safety, and she brings powerful insights into why safety cannot just be a project or fleeting priority – it must be an organization’s purpose. Together, Renee and Patricia explore the deep connection between patient safety and workforce well-being, the importance of shifting leadership mindsets, and practical strategies organizations can adopt to hardwire safety into their culture. Patricia also shares tools and frameworks leaders can start using immediately, including the National Action Plan, a new workplace violence reporting framework, and IHI’s Joy in Work framework. Listeners will walk away with a clearer understanding of how every interaction impacts safety and why creating safer workplaces requires action at both the system and individual levels.