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

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Oct 2026

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Coffee Break is a podcast for healthcare leaders who have had enough of the bullying; the incivility, the he-said-she-said, and other shenanigans in their departments and want to cultivate a high-performing, respectful, and healthy professional team. In each episode, we provide practical tools and strategies for addressing workplace bullying and incivility, fostering a culture of respect and civility, and building trust and collaboration among the healthcare team. When leaders are equipped with the skills and tools that they need to address disruptive behaviors, employees are more engaged, happier, and better serve patients and each other. This results in high-performing teams with increased retention and improved patient outcomes. Join us on Coffee Break to learn how to create a healthier workplace culture - One Cup at a Time.

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October 21, 202646 min

160: How Healthcare Leaders Build Trust and Improve Workforce Well-Being

Workforce well-being is not a perk. It is a leadership and organizational strategy that shapes how people experience their work, develop professionally, and provide safe care. In this episode, Dr. Valerie Morrison, Senior Director of Student Health Services at the University of North Florida, joins Dr. Renee Thompson to explore how leaders can create healthier work environments by listening to teams, acting on data, and building trust through consistent presence. Dr. Morrison shares how a personal loss during her Navy career shaped her commitment to understanding workplace stressors and supporting the whole person. She discusses how the Pathway to Excellence framework helped shift the culture at Walter Reed National Military Medical Center, as well as the importance of relational rounding, addressing small barriers, and creating safe spaces for people to ask for help. Tune in to learn how healthcare leaders can turn data, visibility, and genuine care into a culture where people feel supported and able to thrive. About Dr. Valerie Morrison: Dr. Valerie Morrison, DBA, MSN, MSM, BSN, RN, NEA-BC, CENP, SHRM-SCP, is the Senior Director of Student Health Services at the University of North Florida. She retired from the U.S. Navy as a captain in 2020 after 30 years of active-duty service and previously served as Chief Nursing Officer at Walter Reed National Military Medical Center. Throughout her career, Valerie has focused on building professional practice environments where nurses and healthcare teams can thrive. She is a past chair of the Commission on Pathway to Excellence with the American Nurses Credentialing Center, serves as President-Elect of the Florida Nurses Association, and contributes to state and national well-being and healthy work environment initiatives. Her leadership centers on service, continuous improvement, and helping organizations create the conditions for better outcomes for both their people and patients. What You’ll Learn In This Episode: Workforce well-being should be embedded in organizational strategy, policies, processes, HR practices, and leadership. Leaders should use organizational data to identify patterns, explain how feedback will be used, and follow through on what they hear. Relational rounding builds trust through consistent presence, genuine listening, practical support, and recognition. Small actions, like removing barriers or remembering personal details, help people feel seen and more willing to speak up. Healthy workplaces consider the whole person and recognize the different needs and experiences of their teams. Professional development, competence, psychological safety, quality, and collaboration all contribute to thriving healthcare teams. Frameworks can reveal strengths and gaps, while investment in people and reliable systems helps address root causes proactively. Links & Resources: Connect with and follow Dr. Valerie Morrison on LinkedIn. Email Dr. Morrison at v.morrison@unf.edu. Learn more about the University of North Florida Student Health Services. Explore the American Nurses Credentialing Center Pathway to Excellence Program. Explore the American Nurses Association Healthy Work Environment resources, including the Well-Being Excellence framework discussed in this episode. Learn more about the Healthy Workforce Framework. 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 wecare@healthyworkforceinstitute.com 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 14, 202634 min

EP. 159: How to Build Stronger Nursing Teams Across Generations

Strong healthcare teams are built when leaders take the time to understand the people behind the roles. In this episode, Dr. Nikki Gruebling, Senior Vice President of Member Networks and Operations at Vizient, joins Dr. Renee Thompson to discuss why relationship-building is one of healthcare’s most important leadership skills. Nikki shares how trust, curiosity, and genuine listening have helped her navigate complex environments, solve problems, and bring people together, while exploring how different generations in nursing can learn from one another. She encourages leaders to move beyond focusing on generational differences and instead recognize the strengths each generation brings, creating environments where experienced and emerging nurses can grow and succeed together. Tune in to learn how curiosity, relationships, and cross-generational collaboration can help leaders build stronger teams and healthier work cultures. About Dr. Nikki Gruebling: Nikki Gruebling, DNP, RN, FAONL, is a healthcare executive with extensive experience in leadership, strategy, healthcare improvement, and professional development. She currently serves as Senior Vice President of Member Networks and Operations at Vizient, supporting healthcare organizations and leaders nationwide. Throughout her career, Nikki has helped lead initiatives including nurse residency, transition-to-nursing-leadership programs, and regulatory and accreditation services. She serves on the Board of Directors of the American Organization for Nursing Leadership and is an AONL Fellow. Nikki holds a Doctor of Nursing Practice focused on systems leadership and healthcare quality. Her leadership philosophy centers on developing others, building strong relationships, and helping people use their strengths to reach their full potential. Source What You’ll Learn In This Episode: Building strong relationships helps healthcare leaders establish trust, solve complex problems, and work more effectively across teams. Leaders can strengthen relationships by asking thoughtful questions, listening to understand rather than respond, and showing genuine curiosity about the people they lead. Healthcare leaders should remember that they are leading whole human beings, not simply employees or nurses performing a role. Generational differences can become strengths when experienced nurses share relationship-building skills while younger nurses help colleagues adapt to new technology. Investing in emotional intelligence and relational skills early in a nurse’s career can help prepare them for stronger communication with patients, colleagues, and leaders. Younger generations bring courage, openness, entrepreneurial thinking, and a willingness to challenge outdated practices, all of which can benefit the nursing profession. Teams become stronger when leaders focus on people’s strengths, recognize how those strengths complement one another, and encourage generations to learn from each other. Links & Resources: Connect with and follow Dr. Nikki Gruebling on LinkedIn. Follow Vizient on LinkedIn and visit their website. Learn more about Vizient’s Nurse Residency and Transition to Nurse Leader programs. 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 wecare@healthyworkforceinstitute.com 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 7, 202632 min

EP. 158: How Healthcare Leaders Can Stop Bullying and Incivility at Work

Bullying and incivility cannot be solved by silence, one-time training, or expecting employees to manage disruptive behavior on their own. In this solo episode, Dr. Renee Thompson shares practical best practices healthcare leaders can use during Bullying Prevention Month and beyond. She explains why organizations must stop normalizing bad behavior, create regular opportunities to discuss workplace culture, and intervene when overt behavior occurs. Renee also offers scripts for responding without becoming defensive, addressing concerns leaders did not personally witness, and keeping difficult conversations focused. She closes by explaining why lasting culture change requires a system-wide approach that strengthens the organization, equips leaders, and empowers every team member. Tune in to learn how to address bullying and incivility with confidence and create a healthier, more respectful 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 becomes normalized when leaders and team members excuse it, work around it, or avoid addressing it directly. A standing agenda item for a healthy workforce creates a safe, consistent space to address gossip, triangulation, incivility, and other workplace behaviors. Clear visual and verbal “timeouts” allow leaders to interrupt overt disruptive behavior in the moment and address the details privately afterward. Curiosity and focused questions help leaders respond productively when employees raise concerns, rather than becoming defensive or trying to solve everything immediately. Naming reported behavior, acknowledging that it could be true, and staying focused help leaders address concerning behavior they did not personally witness. Sustainable culture change requires HR involvement, equipped leaders, and an interprofessional team-wide commitment to respect and accountability, not just a workshop. Links & Resources: Connect with and follow Dr. Renee Thompson on LinkedIn Learn more about the Healthy Workforce Institute on their LinkedIn and website. Sign up to receive the Healthy Workforce Framework™ Toolkit here. Learn more about the Framework here. Link the 33 Scripts to Address Disruptive Behavior here.   Link to Renee’s book Enough! Eradicating Bullying & Incivility: Strategies for Front Line Leaders here.  Link to Eradicating Bullying & Incivility eLearning Program here.  Need support addressing bullying and incivility? Email Renee at renee@healthyworkforceinstitute.com to start a conversation about creating a healthier work culture. 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.

September 30, 202635 min

EP. 157: From Bedside to Leadership: What New Nurse Leaders Need to Succeed

Transition to practice doesn’t end when a nurse finishes residency; it happens every time a nurse steps into a new role. In this episode, Dr. Lya M. Cartwright-Stroupe joins Dr. Renee Thompson to discuss why healthcare organizations need to rethink how they support nurses throughout their careers. Dr. Lya M. Cartwright-Stroupe explains that moving from bedside nursing into charge nurse, educator, manager, director, or executive roles creates new responsibilities and vulnerabilities that require intentional development. She shares how structured transition-to-practice programs, leadership fellowships, mentorship, and competency-based education can better prepare nurses for these changes. Drawing on her first career as a musician, Dr. Lya M. Cartwright-Stroupe also compares effective leadership to conducting an orchestra: leaders bring people with different skills together around a common goal while trusting each person to contribute their expertise. Tune in to learn how stronger transition-to-practice programs can help nurses build confidence, leadership skills, and succeed throughout their careers. About Dr. Lya M. Cartwright-Stroupe: Dr. Lya M. Cartwright-Stroupe is Senior Director of Nursing Strategy and Professional Development at Vandalia Health. A Fellow of the American Academy of Nursing and American Organization for Nursing Leadership, she has extensive experience leading initiatives in nursing development, evidence-based practice, patient safety, recruitment, retention, and transition-to-practice. Before joining Vandalia Health, Dr. Lya M. Cartwright-Stroupe spent more than a decade at WVU Medicine in leadership roles including Director of Nursing Professional Practice and Education, Magnet Program Director, and Transition to Practice Director. She also has experience as a pediatric nurse practitioner and pediatric intensive care nurse and serves as adjunct faculty at West Virginia University. Before nursing, Dr. Lya M. Cartwright-Stroupe earned a doctorate in piano performance and literature. Her background as a musician continues to shape her leadership philosophy, emphasizing relationships, preparation, trust, communication, and bringing diverse strengths together toward a shared purpose. What You’ll Learn In This Episode: Transition to practice applies to nurses entering new clinical, educational, or leadership roles. New nurse leaders need preparation for budgeting, HR, communication, and managing former peers. Leadership competencies provide a roadmap for developing essential skills. Preceptors teach role-specific skills; mentors support long-term growth. Executive exposure and practice with difficult conversations build leadership confidence. Like musicians, leaders need to practice before high-stakes situations. Effective leadership is rooted in service, relationships, teamwork, and collaboration. Links & Resources: Connect with and follow Dr. Lya M. Cartwright-Stroupe on LinkedIn. Follow Vandalia Health on LinkedIn and visit their website. Learn more about the American Nurses Credentialing Center’s Transition to Practice programs. 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 wecare@healthyworkforceinstitute.com 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.

September 23, 202633 min

EP. 156: How to Lead a Multigenerational Team: Communication and Feedback That Works

Leading a multigenerational workforce requires flexibility, curiosity, and clear communication standards. In this episode, Dr. Renee Thompson speaks with Priscilla Meyers, a neonatal nurse practitioner, speaker, consultant, and leadership coach at the Healthy Workforce Institute, about leading teams made up of different generations. Priscilla explains how generational experiences can shape communication and feedback preferences, and why leaders should ask questions rather than make assumptions. She shares practical ways to tailor communication, establish boundaries, and provide neutral, behavior-focused feedback while maintaining consistent expectations. Priscilla also discusses why patient safety conversations should follow a standardized approach, how frequent feedback can reduce defensiveness, and why leaders must be willing to ask their teams for feedback too. Tune in to learn how curiosity, consistency, and clear expectations can help leaders build trust and psychological safety across generations. About Priscilla Meyers: Priscilla Meyers, APRN, MSN, NNP-BC, ANLC-N, ACC, is a seasoned healthcare leader, neonatal nurse practitioner, coach, consultant, and speaker with more than 17 years of experience. She is a consultant and leadership coach with the Healthy Workforce Institute and the CEO of Empowered Edge Coaching, where she helps healthcare professionals strengthen communication, build resilience, overcome challenges, and grow as transformational leaders. Known for her integrity, clear communication, and collaborative leadership style, Priscilla creates environments where every voice is heard and valued. Her work focuses on psychological safety, accountability, workplace equity, professional development, and sustainable leadership practices that improve team performance and patient care. She completed the Advanced Nurse Leader Certification Program through Synova and has received several honors, including the NANN NNP Rising Star Award, the Houston Business Journal Women Who Mean Business Award in the Women to Watch category, and the NAPNAP Leadership Award. What You’ll Learn In This Episode: Generational experiences can influence how team members communicate, receive feedback, and interact with their leaders. Leaders can adapt to individual preferences while still establishing clear communication standards and boundaries for the entire team. Communication can be flexible for connection, but patient safety concerns should be addressed immediately through a standardized approach. Effective feedback should focus on observable behavior, explain its impact, and end with an agreement about the next step. Publicly recognizing respectful communication reinforces psychological safety and shows the entire team what healthy behavior looks like. Links & Resources: Connect with and follow Priscilla Meyers on LinkedIn. Follow the Healthy Workforce Institute on LinkedIn and visit their website. Email Priscilla at priscilla@healthyworkforceinstitute.com. Learn more about the Charge Nurse Program. Explore the HWI framework. 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 wecare@healthyworkforceinstitute.com 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.

September 16, 202626 min

EP. 155: Ending Workplace Triangulation: How to Foster Direct, Honest Communication

Triangulation damages trust, weakens relationships, and prevents healthcare teams from addressing problems directly. In this solo episode, Dr. Renee Thompson explains how triangulation occurs when someone complains about a coworker without first speaking directly to that person. She explores why employees avoid difficult conversations, including fear of retaliation, concern about damaging relationships, and a lack of assertive communication skills. Renee also shares practical scripts leaders can use to interrupt triangulation, encourage peer-to-peer communication, and coach employees through workplace concerns. She emphasizes that addressing triangulation is essential for strengthening psychological safety, teamwork, and patient care. Tune in to learn how to stop workplace triangulation and build a culture of honest, respectful communication! 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: Triangulation occurs when someone discusses a concern with a third party instead of speaking directly with the person involved, often leading to gossip, mistrust, and damaged relationships.  Employees may avoid direct conversations because they fear retaliation, do not want to hurt someone’s feelings, or lack the skills to communicate assertively.  Leaders can interrupt triangulation by asking whether the employee has addressed the concern directly and helping them prepare for the conversation. Peer-to-peer communication should be the default approach, with leaders involved only when direct efforts are unsuccessful or when the situation requires formal action. Teaching assertive communication helps employees address concerns with honesty and respect, strengthening psychological safety, engagement, teamwork, and patient care. 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 wecare@healthyworkforceinstitute.com 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.

September 9, 202632 min

EP. 154: How to Build Stronger Perioperative Teams: Break Down Silos and Improve Workplace Culture

Strong perioperative teams are built when leaders make culture as important as clinical performance. In this episode, Molly Kucera, Associate Director of the Ambulatory Care Surgery Center at University of Iowa Health Care, discusses how perioperative leaders can build stronger relationships among nurses, physicians, and support staff to foster a more collaborative workplace. She explains that addressing disruptive behavior through compassionate, face-to-face conversations helps preserve trust while encouraging accountability. Molly also highlights the importance of regular interdisciplinary meetings to identify concerns, strengthen team dynamics, and solve challenges collaboratively. Throughout the conversation, she emphasizes that ongoing culture discussions, professional development, and external leadership resources are essential for creating and sustaining a healthy work environment. Tune in to learn practical ways to break down silos, strengthen collaboration, and build a safer and more respectful perioperative culture! About Molly Kucera: Molly Kucera is the Associate Director of the Ambulatory Care Surgery Center at University of Iowa Health Care. With more than two decades of perioperative nursing experience, she leads teams and operations focused on improving surgical care delivery, staffing, workflows, patient experience, and team well-being. She is completing a Doctor of Nursing Practice focused on developing nurse leaders through structured, evidence-based mentorship. Molly is also passionate about nurse-led innovation and empowering frontline teams to create scalable solutions that improve care, efficiency, and organizational performance. What You’ll Learn In This Episode: Compassionate accountability helps leaders address disruptive behavior privately and respectfully while preserving trust, dignity, and professional relationships. Regular interdisciplinary meetings give nurses, physicians, and support teams a shared space to raise concerns, improve communication, and solve problems together. Breaking down silos in perioperative care strengthens collaboration and supports better workflows, team well-being, patient safety, and care delivery. Making workplace culture a standing agenda item keeps communication, behavior, and team dynamics visible instead of waiting for problems to escalate. Ongoing professional support and leadership development help team members navigate workplace challenges and sustain positive cultural change. Links & Resources: Connect with and follow Molly Kucera on LinkedIn or reach out via email. Follow University of Iowa Health Care on LinkedIn and visit their website! Explore the Charge Nurse Program. 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 wecare@healthyworkforceinstitute.com 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.

September 2, 202640 min

EP. 153: Leading With Emotional Intelligence in High-Stress Healthcare Teams

Emotional intelligence is not a soft skill; it is a power skill every healthcare leader needs. In this episode, Dr. Renee Thompson speaks with Ama Mathewos, CEO of Evolve Lead Succeed, about the role of emotional intelligence in building healthy workplace cultures. Ama explains that self-awareness is the foundation of effective leadership and emphasizes the importance of self-management, emotional regulation, and pausing before reacting during difficult conversations and high-stress situations. She shares practical strategies for strengthening emotional intelligence, including naming emotions, recognizing triggers, setting boundaries, using scripts, and developing small daily habits that support well-being. Ama also discusses how coaching, leadership cohorts, and customized development programs help leaders build the skills needed to create and sustain thriving workplace cultures. Tune in to learn how emotional intelligence can help healthcare leaders respond with clarity, build stronger relationships, and create work environments where people can thrive. About Ama Mathewos: Ama Mathewos is the CEO of Evolve Lead Succeed, and a board-certified advanced nurse executive with more than 20 years of experience. She partners with healthcare organizations to reimagine nursing leadership development that drives engagement, elevates team performance, and cultivates thriving workplace cultures. Through Evolve Lead Succeed, Ama helps organizations equip leaders with the skills to create and sustain healthy workplace cultures. Her work includes customized workshops, leadership journeys, strategic transformation plans, executive coaching, nurse leader coaching, and cohort-based leadership development. Ama is passionate about helping healthcare leaders strengthen emotional intelligence, navigate complex workplace dynamics, and develop the micro-behaviors needed to lead with clarity, confidence, and care. What You’ll Learn In This Episode: Emotional intelligence helps healthcare leaders strengthen self-awareness, manage reactions, and better understand how their behavior affects team performance and workplace culture. Self-awareness requires more than knowing “how you are”; it means using feedback and reflection to understand your impact and make intentional changes. Leaders can improve self-management by recognizing triggers, noticing physical cues, pausing before reacting, and choosing a more thoughtful response. Naming emotions, setting boundaries, and using scripts can help leaders and clinicians stay calm during difficult conversations and disruptive interactions. Simple well-being practices in mindfulness, exercise, diet, and sleep can reduce urgency, improve perspective, and help leaders respond rather than react. Leadership development is most effective when it includes ongoing coaching, micro-practices, and community-based support, rather than relying solely on one-time training. Links & Resources: Connect with and follow Ama Mathewos on LinkedIn.  Visit Evolve Lead Succeed on LinkedIn, and explore its 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 wecare@healthyworkforceinstitute.com 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.

August 26, 202637 min

EP. 152: Beyond Wellness Programs: Building Well-Being Into Daily Work

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 wecare@healthyworkforceinstitute.com 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.

August 19, 202638 min

EP. 151: Why Healthy Workforce Culture Must Be a Leadership Priority

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 wecare@healthyworkforceinstitute.com 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.

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