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The role of the infection preventionist is defined by expectations to eliminate healthcare associated infections (HAI), minimize risk, and prevent the spread of COVID-19. These expectations can feel unachievable at times, they may even lead to burnout. COVID-19 has hit pandemic proportions; at the same time burnout has become epidemic in healthcare. Research demonstrates that between 35 and 54 percent of nurses and doctors experience burnout. The personal impact of burnout is staggering; the impact to the entire healthcare system is dramatic as well. Burnout is implicated in increased HAIs, worse patient outcomes, increased staff turnover, and decreased staff engagement. Burnout is frequently considered a personal problem and staff may attempt to hide it from their colleagues. This response is understandable but does not solve the problem of burnout. Preventing and recovering from burnout is possible. The key to eradicating burnout for yourself and your team starts with an understanding of burnout and the factors that enhance and those that deplete our personal agency, or capacity to get things done. Understanding these key factors provides a foundation to build our knowledge and skills for impacting burnout. Together we will identify those factors that impact your personal agency and gain an understanding of personal expectations that can lead to burnout. Learning to align expectations and results, while developing a realistic view of our perceived results builds a resilience that rescues those in burnout and helps them to avoid it in the future. You will develop an understanding about burnout, necessary skills, and the tools necessary to eradicate burnout for yourself and those you care about.

The environmental services team can be the unsung heroes in the fight against infection. Too many environmental services teams are cleaning 50% or less of the high-risk objects. This translates into an increased opportunity for more preventable healthcare associated infections. It is important to realize that this cleaning level is not related to the environmental service workers desire to perform well. There are many variables that make appropriate cleaning difficult. Low wages, high turnover, and English as a Second Language (ESL) make the efficient and effective training of environmental services challenging to say the least. In this session, we explore the capabilities of augmented reality to transform the training process for environmental services. We start by explaining why augmented reality done in the context of the rooms that the team is cleaning will result in better performance. From there we show the work that has been done to leverage a Microsoft HoloLens 2 to map the room, identify high-risk objects, and to guide the professional to clean all of the surface and to sequence the surfaces from cleanest to dirtiest. We’ll demonstrate the solution with both actual hardware and with demonstration videos of what the technology is capable of. Finally we will discuss the positive impact that an effectively trained environmental service’s team contributes to improving patient outcomes and satisfaction and reducing the occurrence of healthcare associated infections.

There are many models for change to choose from, but how do you find the model that best fits the change that you and your organization need? During this webinar we’ll review the most common change models while describing where they work best and where they struggle. We’ll explore the line between waterfall-type change projects and agile change projects—and those projects that may be called agile-fall that are somewhere in the middle. You’ll leave with a basic understanding of multiple models and a framework for choosing a model that works best for you and your organization.

Organizations of all sizes are in a period of turmoil and transition, making effective change management more important than ever. With all the conflicting advice and change models out there, it can sometimes be hard to determine what’s important and what isn’t. This webinar makes the complicated simple by giving you the six keys you need to open the doors to change. The Six Keys to Confident Change Management draws from decades of experience across numerous disciplines, from psychology and neurology to systems thinking and beyond. Whether you’re doing a process improvement or reimagining your entire organization through digital transformation, you’ll learn the keys you need to be confident and successful with any change you’re trying to accomplish.

It is estimated that burnout effects over 50% of healthcare providers. Too often, burnout is considered a personal problem; however, in healthcare, burnout affects the entire system. Burnout’s impact includes reduced quality patient care, patient and staff safety, patient satisfaction, and increased staff turnover. Burnout, while a personal problem, is also a system problem impacting staff, patients, and profits. As a healthcare professional, it is imperative to learn how to prevent and recover from burnout.

Additional information coming soon!

We’re no longer in a world of discrete, incremental changes occurring with decades of rest between them. The pace of change is continuous and overlapping as one change leads to the next and so on. Often, the result of this constant change is burnout. In this session, we’ll learn what burnout is, what causes it, and what we can do to prevent it. We can’t stop the rate of change that we face today, but we can learn to adapt to it better. The better we can adapt, the less burnout we’ll experience, and the happier we’ll all be.

Burnout is a real issue with everyone, not just talent development professionals. Learn how to address it and prevent it in yourself and your team.

You’re constantly reminding, nudging, and nagging employees to do the things that you need them to do or stop doing things you need them to stop. You’re exhausted from the questions you’ve explained in your email. Imagine a world where employees want to hear everything you have to say. How can you change the pattern and get them to want to read what you’ve written? In this fast-paced session, we’ll cover ten things you can do to get users to read what you write. You don’t need to do all ten all the time. Just a few subtle shifts can increase your response rate, save time, and improve everyone’s attitude. In this session, you’ll get a chance to practice your new skills through interactive writing exercises.

HR professionals are faced with change every day. Few of us are taught explicitly how to manage change better. Let’s learn how to navigate internally and externally generated change as we discover how to motivate employees, communicate effectively, and manage our stakeholders.

Everyone in healthcare is experiencing increased demands on their time, resources, and energy; this, combined with systems that are not designed to support the expanding daily work, has resulted in increased rates of burnout. Burnout among healthcare professionals is reaching epidemic proportions, with over 50% of physicians and 30% of nurses reporting signs of burnout. While the evidence demonstrates that burnout is becoming a norm in healthcare, it is rarely discussed among these professionals. Too often, burnout is considered a personal problem affecting only the person experiencing burnout; however, in healthcare, burnout also affects the entire healthcare system. Burnout has significant impact in healthcare, including lower-quality patient care, reduced patient and staff safety and patient satisfaction, and increased staff turnover. It has also been demonstrated that there is a statistically significant correlation between nurse burnout and increased healthcare-associated infection rates. While burnout affects all aspects of healthcare, it is frequently perceived as someone else’s problem. Individuals feel like they cannot cope with the demands of their life and be effective at their work. Too often, they don’t want to ask for help, because they don’t want anyone to know they are experiencing burnout. They worry that they may not be appreciated or, even worse, thought of as incompetent if anyone realizes that they are experiencing burnout. In this session, we’ll review the classic factors leading to burnout and distill them into a model of burnout focused on perceived personal efficacy and personal agency. Pulling research and writings from many disciplines, you’ll learn how to think about burnout in a way that enables you to prevent it – or recover from it – for yourself or the staff you support.

Additional information coming soon!