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

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 [email protected] 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.

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 [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.

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 [email protected]. 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 [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.

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 [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 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 [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.

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 [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.

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.