June 8, 2025 • 39 mins
Today on the podcast, we chat with Justine Holloway who is the Regional Nurse Manager for Donate Life Victoria.
Justine is passionate about leadership and our chat encompasses this, management of a team nurses and being very aware of caring for her team in an area of nursing where burnout and emotional fatigue can occur.
Justine’s passion around strong leadership in nursing is injected in to every aspect of our conversation and I absolutely loved her passion for nursing and nursing leadership.
I hope you enjoy this conversation as much as I did!
If you would like to become an organ donor, or want to check your status, please head to the following link:
Australian Organ Donor Register - Services Australia
This episode has been sponsored by our friends at Nutricia, and for that I am truly grateful.
This episode was created independently by the speakers and the views expressed herein are those of the speakers, not of Nutricia. This content is intended for healthcare professionals. Medical professionals should rely on their own skill and assessment of individual patients.
Early Life Nutrition & Medical Advice | Nutricia Australia
Support the show: https://www.patreon.com/tendernessnurses
See omnystudio.com/listener for privacy information.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:05):
Appogia production.
Speaker 2 (00:10):
Hi everyone, thank you for tuning back into Tenantus for Nurses.
I suspect Woodbine here this season. I am so excited
to announce that the podcast is being supported by Nutritia,
which is a global leader in medical nutrition. They understand
the needs of nurses in the nutrition space and for
over one hundred and twenty five years have provided products
(00:31):
to support child health. Some of Nutrita's pediatric brands include
Neo Kate Junior for children who have food allergies and
app to Grow for those fussy eaters. And those of
us who have children know many kids who go through
the phases of definite fussiness. For more information and resources,
visit the nutritiona Pediatrics hub at nutritia dot com dot
(00:54):
au forward slash Pediatrics. I just want to say a
huge thank you to Nutritia. Their desire to support nurses
is truly appreciated, and they are allowing me to continue
this podcast so that we can all grow as nurses.
This season, we have some amazing speakers in the pediatric
space which I cannot wait to share with you all. Hi,
my name's beck Woodbine, and welcome to Tenderness for nurses.
(01:17):
I'm grateful for the person that I had the opportunity to.
Speaker 1 (01:21):
Be, so I hit it and parked it for Nelly
four years.
Speaker 2 (01:26):
We always have free will, We always get to choose.
Speaker 1 (01:29):
We are autonomous.
Speaker 2 (01:31):
Hi everyone, thank you for tuning back in to Tenderness
for Nurses. Today we have part B of our Donate
Life Talk. I've just had a chat with Georgie who
is the Donation Specialist nurse and coordinator, and now we
have got a chat with Justine Holloway, who is the
acting nurse services manager for Donate Life in Victoria. Hi Justine, Hello,
(01:53):
thank you for having me. Oh, thank you so much
for coming on. I know you guys are busy and
we'd booked this a little way out, but I truly
truly appreciate you taking the time to come on and
have a chat with us about your role and what
you do. So I suppose a good way to start
is give us a little bit of info on your
background and how you've ended up where you are with
(02:15):
Donate Life.
Speaker 1 (02:16):
Absolutely so. I started my nursing career nearly twenty years
or so ago and initially worked in medical and surgical
settings before moving into intensive care and it was in
the intensive care unit that I had exposure to people
who were going to become an organ donor and also
people who had received a transplant and are in the
(02:37):
intensive care recovering after their transplant operation. And it was
through that experience that I became really interested in the
organ and tissue donation space and the roles such as
what you've just heard from Georgie, and then moved into
working for Donate Life. So initially I started working as
(02:58):
a donation specialist nurse similar to what Georgia was doing,
and then moved into a management.
Speaker 2 (03:05):
So do you manage the nursing stuff or manage the
donation retrieve, all the donation all of that side of things.
Speaker 1 (03:14):
Yeah, So the nursing manager role within Donate Life we
manage the donation specialist nurses and they are at the
front line of facilitating organ tissue donation where we then
work closely with the transplant teams and intensive care units
and a number of different groups to provide the organ
tissue donation service in Victoria. So from my current role
(03:37):
acting in the Nursing Services manager position, we are liaising
with the Organ and Tissue Authority in Canberra. The Department
of Health in Victoria, the health services within Victoria where
we have donation specialist nurses employed, and the number of
other key stakeholders that enable us to do our work.
Speaker 2 (03:59):
How many nurses do you employ.
Speaker 1 (04:02):
We have nurses based in the metro settings in addition
to regional settings, so there's up to about thirty oh
donation specialist nurses. Yeah, based in fourteen health services.
Speaker 2 (04:15):
And do you DA's with the other states as well.
Speaker 1 (04:18):
Yeah, we do, so the donation nurses will definitely be
liaising with the transplant teams in other jurisdictions. From a
nursing manager role, we do liaise with other nursing managers
together so we can be working together on matters that
are relevant to all of us and to deliver the
strategic plan of the augmented authority.
Speaker 2 (04:40):
So in a nutshell, can you explain your role is
management of nursing stuff, but you also do a fivoit
of other things as well.
Speaker 1 (04:49):
Yes, quite a diverse role which isn't disimilar to the
donation nursing role as well. It's dynamic, it's diverse. No,
two days are often the same. We also perform the
manager on call role, so that is overseeing the staff
and the logistics when we have donation cases occurring in Victoria,
to identify where staff need to be and when they
(05:12):
need to be relieved and have someone else to come
and take over. So we perform that role as well.
Speaker 2 (05:18):
Do you look after the transplant team or is that
completely separate?
Speaker 1 (05:24):
No, they are separate, but we do work closely with them.
We're really only half of the journey. Really, You're on
the donation side, and then when our part has finished,
that's the halfway mark, and then that's when the transplant
teams have a more active role than in transplanting the
recipients who are waiting on the waiting list and providing
(05:45):
that ongoing care to them.
Speaker 2 (05:47):
So one of your roles is care of your specialist nurses,
which I'm assuming you would take very very seriously due
to the type of work that you're all doing. What
are some of the strategies you have in place for
caring for them.
Speaker 1 (06:04):
Yeah. Absolutely, It's a really important point and a key
focus for the nursing management team because it is the
nature of the donation specialist nursing role. It is very dynamic,
it is very unpredictable. It is also challenging at times,
but they're also incredibly rewarding. There's two key components of
the donation specialist nursing role, So they could be facilitating
(06:28):
a donation case anywhere within Victoria and the next day
they're sitting in hospital meetings or educating staff or collecting data.
It's a very diverse role that they perform, so from
a management perspective, we meet with them regularly to find
out how they're going, how they're progressing with their hospital work,
talk about clinical cases that they've been involved in, understand
(06:52):
anything else that's on their mind that we need to
work together to support. We have a clinical psychotherapist who
is available to all of the team to speak to.
We try and or that there are forums where the
team can get together and just talk to each other,
just discuss cases. We've implemented a reflective Practice meeting where
(07:14):
conversations with families can be discussed. We have other forums,
such as the Donation and Transplant Coordinator Forum where we
can get together with our transplant colleagues and talk about cases.
It's really such an individual component of what each person
needs and we try and be really in tune with that.
(07:36):
In addition to a couple of years ago, we implemented
a professional success program as well, which is looking at
the development of the team. So we had a component
of self reflective assessments, the DISC profile, which you might
be familiar with, looking at different communications styles, and then
we did worked with Gallop where the team did another
(07:59):
self assessment tool to really look at what they're good at,
what's particularly great around and Gallop, which is a global
analytics company looking at a whole range of topics relevant
to management and supporting your team. They say it's about
finding out what people are good at, not what's wrong
with them, And I think that's really important in this
(08:22):
line of work, to find out what makes people tick,
giving them opportunities to work on components within their role
that are aligned to that. So we did the DISK
self assessment, and we did the Gallop self assessment, and
the next part of this professional success program is looking
at different development pathways that people may be interested in
(08:44):
management or education, a clinical focus, being more involved in
the follow up of donor families. So not only did
the team focus on their primary role that you'll see
outline in their position description, but we also ensure that
we have robust processes for well being and development. And
(09:05):
so people have options depending on what they need. It's
quite an individualized approach which we then support.
Speaker 2 (09:13):
When it comes to the families. How long do you
do follow up support for them?
Speaker 1 (09:19):
Yeah, so the donor coordinator has that initial follow up
when their loved one has become a donor. And then
we have a donor Family Support coordinator whose role is
focused on an ongoing support of families and it really
is dependent on what they would like, what their needs are.
And Michelle Skinner is our Donor Family Support coordination, does
(09:39):
a brilliant job in maintaining that contact, especially anniversaries. Donor
families are invited to come to a service of remembrance
every year as well, so that it really is based
on what a family would like in terms of that
ongoing support from Donut Life.
Speaker 2 (09:58):
And I'm assuming you would ask them what they want.
Speaker 1 (10:00):
Yes, absolutely.
Speaker 2 (10:02):
And do you have regular meetings with your team so
you know how sometimes someone has trouble, they're starting to
get burnt out. You don't have insight, but you can
tell something's a bit off with them. Do you watch
your team on that level, or social worker or a psychotherapist,
(10:23):
you know you're always keeping an eye on your team.
Speaker 1 (10:26):
Yeah, absolutely, and I think this is where when we
meet with them. A big part of it, I think
is really building a working relationship with the team, so
there is that open communication so the team feel comfortable
to let us know when they're starting to feel like
they need a bit of a break, or ensuring that
they have a proactive leave plan throughout the year, things
(10:49):
like that, so we can be intoe with where people
are at and what they may need.
Speaker 2 (10:54):
That's so important. Actually, I was just chatting about that
with Georgie, and Georgie made comment about how important it
was for her own self care to make sure that
she had regular holidays. And even though it's great to
save it up for a big trip, I do think
you need to sometimes break it up a little bit
(11:15):
and have something to look forward to and in a
role that it's not just physical but highly emotive. I
think that's so important.
Speaker 1 (11:25):
Yeah, yeah, no, I completely agree. And when the team
are around death and dying and they're providing so much
empathy to the families that they meet, keeping that focus
on self care is so important. And I know there's
different words out therefore, you know, detached empathy or empathy
without absorption, or this way of being able to care
(11:46):
for families so genuinely but also preserving that self care.
And I think that's a skill when it's not something
that comes instantaneously, but it is something that the team
develop over time, and we absolutely want to support the
team to develop those skills. And I think when different
peers are talking to each other, they can share those
strategies that they have developed for themselves as well. I
(12:10):
think that that is it's really important.
Speaker 2 (12:13):
So can you say those terms again around empathy.
Speaker 1 (12:17):
Yeah, so there's different ones out there, but they all
mean a similar thing around detached empathy or empathy without absorption.
Before coming on here, just to look for a really
clear definition of empathy the ability to understand and share
feelings of others, but doing that in a way when
you're in a profession such as this where you're not
(12:39):
taking on everybody's grief because there's a lot of it
and at the same time you're still human. So there's
definitely a skill working in this particular profession and other
professions in health as well, or ambulance workers, you know, microparamedics,
and there's aspects of this role that it's raw, it's
(13:00):
really raw, and I think sometimes there are families that
the team will talk to and just maybe something relatable
about that particular patient or that family where it just
catches you a little bit more. And having that awareness
of self to know when that's happened and how to
navigate that. Is there a need to step away and
(13:21):
someone else to come in and be involved, but it's
also what's happening in the team's life outside of work.
You know, life can sometimes throw some pretty significant.
Speaker 2 (13:29):
Curve polls, absolutely, and when.
Speaker 1 (13:32):
You're in a role such as this, I think sometimes
it can have more of an impact depending on what
the day looks like and what the donation that's may
be required to do on that day. You know, are
they on call for the statewide service and they've got
something else going on, and navigating that in a way
that still supports everybody with what they need with what's
(13:53):
going on for them.
Speaker 2 (13:55):
When you go in and have a chat with a family,
you know, you're talking about the end of life for
a loved one, there's been a traumatic incident. Emotions are
really high at that time. How do you bring it
down so that you can have a viable conversation because
(14:16):
I know what I'm really upset, I might only keep
tying a little bit of information. How do you go
about that? Is it numerous conversations, numerous visits with that family?
How do you bring the emotions down and allow for
an informed consent.
Speaker 1 (14:35):
It's a good question, and the donation nurses have communication
training for facilitating conversations regarding donation. A big part of
it is working closely with the treating team at the
health service to understand what's happening for this family, what
other dynamics might be there are their family that need
to travel from into state or overseas, or how long
(14:58):
has their loved one been in the intensive care unit?
For example? What information can the donation nurse gather before
walking into the family meeting to best care and provide information,
but learn about their loved one and understand what is
important for them regarding end of life and organ and
tissue donation has been a part of that. Sometimes it's
(15:21):
a number of conversations, sometimes it might be only one.
It really is based on the family and what they need.
Speaker 2 (15:30):
It must be highly confronting to think about someone keeping
a loved one alive. To take out different organs of
their body, and I would assume that one of the
questions would be what happens after that, So.
Speaker 1 (15:47):
Donate life are only ever involved once there's been a
transition in the patient's care to end of life, and
part of that conversation is understanding what's happened to their
loved one and understanding why there's been that transition to
end of life and ensuring that there is an understanding
or an acceptance that there is that transition to end
(16:10):
of life care before donation is ever raised. And then
part of raising donation is understanding the wishes of their
loved one and what they would have wanted. And I
think for the team, when the family are aware what
their loved one would have wanted in terms of donation,
that's a different experience to when they're completely unaware of
(16:33):
what their donation isshes may be. And that's a big
part of the media and communications teams within the Organance
Issue Donation Network to raise awareness around donation and to
encourage people to register their wishes and to have a
conversation with their loved one. So if they're ever in
this position where they need to talk about donation, they
(16:55):
have confidence in knowing what their loved one would have wanted.
Speaker 2 (16:59):
It must be highly confronting to be sitting in a
room someone's just loved ones just had a traumatic incident. Yeah,
and then you're being asked the question about organ donation.
Are we in Australia the only country that does organization
(17:21):
as a donation like in the States, is organs paid for?
Speaker 1 (17:26):
No, that's certainly in Australia. There's no financial incentive for
anyone to pursue organic tissue donation. It's very much an
altimistic gift and it's very rare. There's only two percent
of patients that die in a way where organ issue
donation is possible. There's a very very rare set of
(17:49):
circumstances where donation can be discussed with a family just
sept that's what their life one would have wanted.
Speaker 2 (17:57):
So overseas in those places, do people pay for organs?
Speaker 1 (18:02):
Not to my knowledge, but I'm not across the across
the details of what happens in each major country and
how they facility. You know what their donation program looks.
Speaker 2 (18:12):
Like because I remember being a student nurse at PA
when doctor Strong set up the liver transplant unit and
they started doing their first liver transplants. Now that was
back in nineteen eighty eight eighty nine, and then, I
mean I was too young and stupid within as a
nurse and for any theaters to go into those theaters,
(18:35):
but I can remember looking in in absolute awe of
what they were doing and how remarkable they were. And
then once I went, I did some work at the
Royal Children's and you know, there were a couple of
incidences where I was a scrub nurse there, but it
felt like it was such a privilege to even be
(18:57):
around it, let alone be part of it, you know,
And you guys must feel that on a daily basis.
Speaker 1 (19:05):
Yeah, And I think it's we'll see, you know, how
many patients may have been you know, may have received
a transplant, live a transplant, or the national numbers to
see how many lives have been saved. But when you
actually talk to someone who has had the experience of
being on the waiting list, waiting for this call because
(19:26):
their own organ is failing, and just that uncertainty to
hopefully receiving a call that a transplant is available to
them and then their recovery. But I guess thinking about
what that means for them, but it's also much broader
than that in terms of what that means for their family,
what that means for their children, or what that means
(19:46):
for their spouse or their parents and their friends, or
being able to get back to work. You know, it
often has such a significant impact on their day to
day quality of life and the relationships around them that
when you hear a recipient tell their story, it's so
incredibly moving because they're their story has often started many
(20:07):
many months before they've received a transplanting and you're hearing
them talk about the impact that it's had on them.
It certainly puts into perspective the fragility of life. Absolutely
not getting caught up in you know sometimes just things
that we just get a bit stuck on sometimes and
you only need to listen to someone share their story,
(20:29):
be that a don't the family or a transplant recipient,
to just help your refocus a little bit sometimes on
what truly is important and what the connections and the
relationships around you me.
Speaker 2 (20:43):
How do you look after yourself because you're also looking
after said nurses as well as you know, other avenues
of your career and your job, But how do you
look after you.
Speaker 1 (20:58):
Yeah, I think because I'm now in a role where
I'm removed from the frontline stuff, so to speak. I
see my role and where I get my self care
from is doing all I can to set up a
work environment for the team that supports them. I feel
that sense of responsibility to make sure that they have
(21:20):
everything they need to do their job well and to
care for themselves. And I guess from my perspective that
may be looking at our workforce planning or different things
like that which enable us to staff the roster well
so people do get breaks and there's more options for
more people that have leave or that's where I focus
(21:41):
my attention and I feel a real sensive responsibility. And
then outside of work, I try and ensure that I
prioritize doing the things that help me recharge my batteries,
be that spending the time with my family or you know,
just having the odd weekend away. And this is also
where I've really enjoyed the work that we're putting into
(22:02):
the strengths, finding out what our strengths are, because not
only did the team do that, but the nursing management
team did that as well. So those times where you're
just feeling a little bit stuck on something or just
feeling a bit low. I often will look at the
report that is about me and I look at key
things in there that I think, Oh, what else can
I focus on? You know what else can I look?
(22:23):
I love learning, so maybe it's listening to a podcast
or I think that self awareness of knowing what you
need to take care of yourself is so important because
it's different for everybody. What works for me may not
be effective for someone else. And I think this is
the other part of not only my role, but the
other nursing manage your roles and the donation nursing team
(22:45):
that you know there's senior nursing positions, because we need
people to have those self care strategies to take care
of themselves even the work that we're involved in, either
directly or indirectly, to have those skills to perform this
work not only as actively as best as what they can,
(23:06):
but a huge part of this is having developed strategies
for self.
Speaker 2 (23:11):
Care and care for others. And I would assume to
some degree, at some stage all of you have either
felt some degree of moral injury or vicarious trauma in
your role and having a psychotherapist, social worker on your
(23:32):
team would be wonderful to speak to, but often you
don't realize that's occurred until after the fact. Are there
times when someone comes in to ICU and it's such
a traumatic event that you just once it's dealt with,
you're like, okay, debrief, we've got to really look after you.
(23:54):
Does that happen?
Speaker 1 (23:55):
Yeah, that does happen. Definitely happens, and not only just
for the donation team, but we often will then work
with the stuff that have been involved at the health
service to facilitate whether it be a clinical debrief, so
they understand what may have happened before they were rostered
on and were involved, or what happened after they had
(24:16):
left and they went on some days off, or whatever
the case might be, and understanding what the need is
so we can ensure that we can bring as much
information as we can if that's what's required, or whether
we need to come in and be involved for more
of that debrief from a self care and a looking
after each other perspective, because everybody is human and this
(24:41):
is a pretty intense area to work in and be
around death and dying all the time, So sometimes it's
just a matter of having a good cry and being
with your colleagues, just letting that out. And sometimes the
need is different and what that is for each person
will sometimes just vary a little bit, but we definitely
(25:02):
try and ensure that we've got avenues there for whatever
maybe have, so we can be responsive to that. And
often if it is similar to what you mentioned earlier,
is asking people what would be helpful right now? Is
that having some time off, is that having some debrief
type sessions. Is that speaking with the clinical psychotherapist who's
(25:23):
LinkedIn with Donate Life, Or is there perhaps something at
the health service EOP that is available to someone to
support them. Sometimes people have their own private support networks
that they might engage with a little more, And I
think a lot of that does come down to the
relationship we have with the team and individually to know
(25:44):
where they're at and what we can do to support them.
The other part that we introduced three or so years
ago was an annual engagement survey, and within the survey,
the different items that we ask the team unpacks what
their basic needs are to knowing what's expected of them
and do they have everything they need to do in
(26:05):
their job to their individual needs and their team needs,
and their development needs. And this enables us to keep
our eye on the ball on areas that may fluctuate
within those groupings of questions and where we can then
focus as a management team to go, oh, actually there's
a bit of a need here for some more resources
(26:27):
or some more education, or so you know, whatever it
may be. So we can ensure that when people come
to work they feel as engaged as they possibly can
be to perform the role, and that they can be
as open as they can with us as their managers,
to communicate how they're feeling and what else they may need.
Speaker 2 (26:51):
So it's all about a safe work environment.
Speaker 1 (26:53):
Yeah, absolutely, and it shouldn't be unique to our line
of work because it's how you feel that night before
you come to work, right, like, oh gosh, do people
dread it or they think, oh, yeah, I'm working tomorrow,
that's great. Or when you're out socially and someone says
to you know, I have work going, what answer do
people give you? I think gives a really clear indication
of how engaged they're feeling in their workplace and how
(27:16):
can we prevent people from feeling burnt out or just
that exhaustion of the unpredictability that comes with our work.
In particular, what is within our control to prevent those
things from occurring.
Speaker 2 (27:31):
I think it's wonderful that you are looking ahead, you're
supporting your team, you're looking at different and new ways
of management, which I think is fantastic. And it's really
wonderful to hear because I've sat here and listened to nurses, midwives, paramedics,
(27:52):
and the stress and the burnout they're feeling in hospitals
is phenomenal and nothing's changing, like there's no changes, Whereas
you've got this amazing group of people and you've come
in and recognized that it could be a very high
burnout position. You're dealing with a lot of trauma, vicarious trauma,
(28:14):
you know, sadness, death, dying, grief, and you're doing everything
you can to look after your nursing team and team
I'm sure there's other people in that team in the
healthiest way possible. And I can't tell you how impressed
I am right now because I've sat here and listened
to people just going I don't know where nursing's going,
(28:35):
you know, like I don't want to be a nurse anymore.
I am so tired. And here I am hearing you
guys talking about loving your job. It's a really you know,
high stress position. You want to look after your team.
Georgia loved going to work. I mean that says so
much to me as a nurse. And I'm a little
(28:58):
bit in awe of the organization, to be fair, And
does that come from the top or the type the
people you employ? I mean, how do you get to
that position?
Speaker 1 (29:09):
I think it's a bit of everything, to be honest,
and we can't achieve anything as a one man band
in Donate Life Like it's absolutely a team effort in
terms of the work that we do, but I think
it's a bit of a mixture. And I reflect on
COVID and just how disruptive that was for everybody. And
during that time, you know, as a leadership team, we
(29:31):
were looking going, oh, you know, we haven't experienced anything
like this before. What can we do? You know, with
the lockdowns and you know all these things, especially in Victoria,
what can we do here? That's a bit different because
we had some members of our team who were redeployed
to support other areas of the health service, and then
we had staff who were continuing to deliver our donation service.
(29:53):
You know, some people were living at home and they
had roommates for their families. Some people were living on
their own, and the experience for everyone was very different.
And one of the initues we came up with during
that time was to introduce a food for Thought Tuesday,
and I think it was a wellness Thursday. So we
had these micro learning sessions virtually and then a wellness
(30:13):
session where someone might come on and guide us through
some deep breathing or some stretches in the chair or
just matting anything to go. Yeah, and really, some people
will engage with that because it helps them, and some
people may not engage with that as much or they
think it's a bit fluffy or it's just not for them,
which is completely fine as well. But from an organization,
(30:35):
it was there, it was available. We're giving it a
go because you know, we're all kind of trying to
find our way in our respective roles, and I think
that's what has so on a bit of a seed
to go. We need to just continue to be open
minded with how to keep moving forward as an organization,
(30:57):
given the importance of the work we do. Without a doubt, yeah,
And I think for someone coming into the donation specialist
nursing role, part of our recruitment when we're interviewing people,
we want to be confident that they are pursuing this
role for the right reasons, that they feel really passionate
(31:17):
about quality end of life care and having a bit
of an understanding the process is helpful as well, but
coming into this line of work to be really aligned
with what our purpose is because then when we're working together,
or when there are times where everything's a little bit
challenging or there's a few things going on and we
really need to band together to make it work, you know,
(31:40):
then everybody's aligned with this shared goal of moving forward.
So that's certainly something we look at when we recruit
for nurses to join our team, who are often from
either ICU, the emergency department, or the operating theater, and
they often have had some exposure to donation or transplantation.
(32:02):
And I have to admit sometimes when we read a letter,
it's so moving and the person can really capture why
they've seen this role and they would really love to
join the team, which is as in a nursing management role.
I just find that I love reading that. Yeah, so
I think it's doing it for all the right reasons
(32:22):
and obviously having career progression, which is really important for
people who want that. But you're pursuing this because you
want to be a part of something bigger than yourself
and give back and have an appreciation for what this
actually means, which is so important. And I think when
people enjoy their job and they have everything that they
(32:44):
need to do the job well, I think it really
does help prevent burnout when they've got a good team
around them and great relationships with other people. That we've
obviously got a nursing and a medical component to how
our organization works, but we've also got an administration team
and a meter and communications team, and an education team,
(33:05):
data analyst, and you know, we rewind everybody to make
us successful in the work that we do, so we
all need to be aligned to build that trust and
those working relationships to work effectively together because ultimately, the
community are relying on us to get this right.
Speaker 2 (33:26):
Two hundred percent, I couldn't agree with you more, Justine,
Thank you so much for taking the time. I am
truly in awe of the exciting way you guys are
moving and caring for your nurses and sitting there talking
about it with me. You know, one of the number
one reasons people get burnt out is feeling underappreciated. And
(33:51):
it seems like you really value and your organization values
the nurses and the other team members greatly and what
they do and you can't do what you do without
these guys, so exactly, I really appreciate you taking the time.
I've already spoken with Georgia about how people can sign
(34:11):
up to make sure that the loved ones know what
their decisions are when it comes to organ donation, and
George just went through what you need to do, whether
it go through donatlife dot org or through Medicare, and
I'll put those details up on our show notes so
that people if they just want to want to check
(34:32):
where they're at with it, can click on it. But
it saves so many lives and it just takes the
burden of a really tough decision off the family during
a really traumatic time making that decision, and then it's
there on your Medicare card. So is there anything else
you want to add to that?
Speaker 1 (34:52):
No, I really appreciate the opportunity to speak to you.
Really about what we do, but also about the team
because we do really value the work that they do
and the difference that they make with the families, also
the many health professionals that they interact with on a
day to day basis. We feel very fortunate to have them,
and we feel really really fortunate to have a job
(35:16):
that has such an impact on those needing a transform.
Speaker 2 (35:20):
Just see if we had more nursing leaders like you
and the organization you're working for. I don't think nurses
would be leaving in droves like they are. And it
doesn't take much, just takes a little bit of thought
into what your team needs, and like you said, it's
just those funny little things and whether they choose to
engage or not, it's there and it's offered and it's powerful.
Speaker 1 (35:44):
It's so powerful, and I think sometimes we have an
expectation for the team to be curious about their ongoing
learning and development. I think it's really important as the
nursing leadership team, and this extends into our education team
as well, that we also maintain that curiosity to ensure
(36:04):
we're the best possible leaders that we can be as
a team. And we've actually recently introduced a regular kind
of session in house to just keep talking about the
topics that are relevant, be it change management or crucial conversations,
or you know, a range of things that we think, oh,
let's just have a bit of a refresher on that,
because we do have such a responsibility in nursing leadership
(36:28):
management roles for the type of environment that we've set
for the nursing team in our organizations or our departments
or wherever.
Speaker 2 (36:37):
We may be based, because leadership comes from the top.
Speaker 1 (36:42):
Absolutely, yeah, completely agree. You know, you have to continue
to be monitoring when we do an engagement survey. It's
not a flushing a pan, you know, or we've done
that tick box like, it's something that we'll come back
to and it will inform different actions that we take
to continue to refine what we do to keep the
(37:02):
team's engagement on our radar and the things that we
still need to focus on, or they're things that pop
up from time to time that you do need a
little bit of work. But I think that's normal and
I think as long as we continue to look at that,
that's the main point. So we do continue to move
forward and address them.
Speaker 2 (37:21):
Well, I think it's wonderful and I know you are
super busy, and thank you so much for taking the
time to chat with me. Like I said, we'll put
information up on the show notes. I'm in awe of
your leadership, Justine. Thank you so much for taking the
time to chat to us. And you know, I really
(37:41):
hope other nursing leaders have listened to this and take
on board a couple of those little pointers. One was
Gallop and what was the other disc? Disk disc.
Speaker 1 (37:52):
You can just put it into Google and there'll be
plenty of content that comes up. And I think Gallup
in particular often has resources for managers just hone in
on little disperse team or you know, different topics that
are very relatable that can just give some tips or
you know, just things to think about when you're managing
the nursing tea.
Speaker 2 (38:14):
Oh I love it so thank you so much and
I appreciate you taking the time.
Speaker 1 (38:20):
Oh thanks both, It's been a pleasure speaking with you.
Speaker 2 (38:25):
This season. I am so excited to announce that the
podcast is being supported by Nutritia, which is a global
leader in medical nutrition. They understand the needs of nurses
in the nutrition space and for over one hundred and
twenty five years have provided products to support child health.
Some of Nutritiona's pediatric brands include Neo Kate Junior for
(38:47):
children who have food allergies, and app to Grow for
those fussy eaters. And those of us who have children
know many kids who go through the phases of definite fussiness.
For more information and resources, visit the Nutritiona Pediatrics hub
at nutritia dot com dot au forward slash pediatrics. I
just want to say a huge thank you to Nutrita.
(39:08):
Their desire to support nurses is truly appreciated, and they
are allowing me to continue this podcast so that we
can all grow as nurses.
Appogia production.
Speaker 2 (00:10):
Hi everyone, thank you for tuning back into Tenantus for Nurses.
I suspect Woodbine here this season. I am so excited
to announce that the podcast is being supported by Nutritia,
which is a global leader in medical nutrition. They understand
the needs of nurses in the nutrition space and for
over one hundred and twenty five years have provided products
(00:31):
to support child health. Some of Nutrita's pediatric brands include
Neo Kate Junior for children who have food allergies and
app to Grow for those fussy eaters. And those of
us who have children know many kids who go through
the phases of definite fussiness. For more information and resources,
visit the nutritiona Pediatrics hub at nutritia dot com dot
(00:54):
au forward slash Pediatrics. I just want to say a
huge thank you to Nutritia. Their desire to support nurses
is truly appreciated, and they are allowing me to continue
this podcast so that we can all grow as nurses.
This season, we have some amazing speakers in the pediatric
space which I cannot wait to share with you all. Hi,
my name's beck Woodbine, and welcome to Tenderness for nurses.
(01:17):
I'm grateful for the person that I had the opportunity to.
Speaker 1 (01:21):
Be, so I hit it and parked it for Nelly
four years.
Speaker 2 (01:26):
We always have free will, We always get to choose.
Speaker 1 (01:29):
We are autonomous.
Speaker 2 (01:31):
Hi everyone, thank you for tuning back in to Tenderness
for Nurses. Today we have part B of our Donate
Life Talk. I've just had a chat with Georgie who
is the Donation Specialist nurse and coordinator, and now we
have got a chat with Justine Holloway, who is the
acting nurse services manager for Donate Life in Victoria. Hi Justine, Hello,
(01:53):
thank you for having me. Oh, thank you so much
for coming on. I know you guys are busy and
we'd booked this a little way out, but I truly
truly appreciate you taking the time to come on and
have a chat with us about your role and what
you do. So I suppose a good way to start
is give us a little bit of info on your
background and how you've ended up where you are with
(02:15):
Donate Life.
Speaker 1 (02:16):
Absolutely so. I started my nursing career nearly twenty years
or so ago and initially worked in medical and surgical
settings before moving into intensive care and it was in
the intensive care unit that I had exposure to people
who were going to become an organ donor and also
people who had received a transplant and are in the
(02:37):
intensive care recovering after their transplant operation. And it was
through that experience that I became really interested in the
organ and tissue donation space and the roles such as
what you've just heard from Georgie, and then moved into
working for Donate Life. So initially I started working as
(02:58):
a donation specialist nurse similar to what Georgia was doing,
and then moved into a management.
Speaker 2 (03:05):
So do you manage the nursing stuff or manage the
donation retrieve, all the donation all of that side of things.
Speaker 1 (03:14):
Yeah, So the nursing manager role within Donate Life we
manage the donation specialist nurses and they are at the
front line of facilitating organ tissue donation where we then
work closely with the transplant teams and intensive care units
and a number of different groups to provide the organ
tissue donation service in Victoria. So from my current role
(03:37):
acting in the Nursing Services manager position, we are liaising
with the Organ and Tissue Authority in Canberra. The Department
of Health in Victoria, the health services within Victoria where
we have donation specialist nurses employed, and the number of
other key stakeholders that enable us to do our work.
Speaker 2 (03:59):
How many nurses do you employ.
Speaker 1 (04:02):
We have nurses based in the metro settings in addition
to regional settings, so there's up to about thirty oh
donation specialist nurses. Yeah, based in fourteen health services.
Speaker 2 (04:15):
And do you DA's with the other states as well.
Speaker 1 (04:18):
Yeah, we do, so the donation nurses will definitely be
liaising with the transplant teams in other jurisdictions. From a
nursing manager role, we do liaise with other nursing managers
together so we can be working together on matters that
are relevant to all of us and to deliver the
strategic plan of the augmented authority.
Speaker 2 (04:40):
So in a nutshell, can you explain your role is
management of nursing stuff, but you also do a fivoit
of other things as well.
Speaker 1 (04:49):
Yes, quite a diverse role which isn't disimilar to the
donation nursing role as well. It's dynamic, it's diverse. No,
two days are often the same. We also perform the
manager on call role, so that is overseeing the staff
and the logistics when we have donation cases occurring in Victoria,
to identify where staff need to be and when they
(05:12):
need to be relieved and have someone else to come
and take over. So we perform that role as well.
Speaker 2 (05:18):
Do you look after the transplant team or is that
completely separate?
Speaker 1 (05:24):
No, they are separate, but we do work closely with them.
We're really only half of the journey. Really, You're on
the donation side, and then when our part has finished,
that's the halfway mark, and then that's when the transplant
teams have a more active role than in transplanting the
recipients who are waiting on the waiting list and providing
(05:45):
that ongoing care to them.
Speaker 2 (05:47):
So one of your roles is care of your specialist nurses,
which I'm assuming you would take very very seriously due
to the type of work that you're all doing. What
are some of the strategies you have in place for
caring for them.
Speaker 1 (06:04):
Yeah. Absolutely, It's a really important point and a key
focus for the nursing management team because it is the
nature of the donation specialist nursing role. It is very dynamic,
it is very unpredictable. It is also challenging at times,
but they're also incredibly rewarding. There's two key components of
the donation specialist nursing role, So they could be facilitating
(06:28):
a donation case anywhere within Victoria and the next day
they're sitting in hospital meetings or educating staff or collecting data.
It's a very diverse role that they perform, so from
a management perspective, we meet with them regularly to find
out how they're going, how they're progressing with their hospital work,
talk about clinical cases that they've been involved in, understand
(06:52):
anything else that's on their mind that we need to
work together to support. We have a clinical psychotherapist who
is available to all of the team to speak to.
We try and or that there are forums where the
team can get together and just talk to each other,
just discuss cases. We've implemented a reflective Practice meeting where
(07:14):
conversations with families can be discussed. We have other forums,
such as the Donation and Transplant Coordinator Forum where we
can get together with our transplant colleagues and talk about cases.
It's really such an individual component of what each person
needs and we try and be really in tune with that.
(07:36):
In addition to a couple of years ago, we implemented
a professional success program as well, which is looking at
the development of the team. So we had a component
of self reflective assessments, the DISC profile, which you might
be familiar with, looking at different communications styles, and then
we did worked with Gallop where the team did another
(07:59):
self assessment tool to really look at what they're good at,
what's particularly great around and Gallop, which is a global
analytics company looking at a whole range of topics relevant
to management and supporting your team. They say it's about
finding out what people are good at, not what's wrong
with them, And I think that's really important in this
(08:22):
line of work, to find out what makes people tick,
giving them opportunities to work on components within their role
that are aligned to that. So we did the DISK
self assessment, and we did the Gallop self assessment, and
the next part of this professional success program is looking
at different development pathways that people may be interested in
(08:44):
management or education, a clinical focus, being more involved in
the follow up of donor families. So not only did
the team focus on their primary role that you'll see
outline in their position description, but we also ensure that
we have robust processes for well being and development. And
(09:05):
so people have options depending on what they need. It's
quite an individualized approach which we then support.
Speaker 2 (09:13):
When it comes to the families. How long do you
do follow up support for them?
Speaker 1 (09:19):
Yeah, so the donor coordinator has that initial follow up
when their loved one has become a donor. And then
we have a donor Family Support coordinator whose role is
focused on an ongoing support of families and it really
is dependent on what they would like, what their needs are.
And Michelle Skinner is our Donor Family Support coordination, does
(09:39):
a brilliant job in maintaining that contact, especially anniversaries. Donor
families are invited to come to a service of remembrance
every year as well, so that it really is based
on what a family would like in terms of that
ongoing support from Donut Life.
Speaker 2 (09:58):
And I'm assuming you would ask them what they want.
Speaker 1 (10:00):
Yes, absolutely.
Speaker 2 (10:02):
And do you have regular meetings with your team so
you know how sometimes someone has trouble, they're starting to
get burnt out. You don't have insight, but you can
tell something's a bit off with them. Do you watch
your team on that level, or social worker or a psychotherapist,
(10:23):
you know you're always keeping an eye on your team.
Speaker 1 (10:26):
Yeah, absolutely, and I think this is where when we
meet with them. A big part of it, I think
is really building a working relationship with the team, so
there is that open communication so the team feel comfortable
to let us know when they're starting to feel like
they need a bit of a break, or ensuring that
they have a proactive leave plan throughout the year, things
(10:49):
like that, so we can be intoe with where people
are at and what they may need.
Speaker 2 (10:54):
That's so important. Actually, I was just chatting about that
with Georgie, and Georgie made comment about how important it
was for her own self care to make sure that
she had regular holidays. And even though it's great to
save it up for a big trip, I do think
you need to sometimes break it up a little bit
(11:15):
and have something to look forward to and in a
role that it's not just physical but highly emotive. I
think that's so important.
Speaker 1 (11:25):
Yeah, yeah, no, I completely agree. And when the team
are around death and dying and they're providing so much
empathy to the families that they meet, keeping that focus
on self care is so important. And I know there's
different words out therefore, you know, detached empathy or empathy
without absorption, or this way of being able to care
(11:46):
for families so genuinely but also preserving that self care.
And I think that's a skill when it's not something
that comes instantaneously, but it is something that the team
develop over time, and we absolutely want to support the
team to develop those skills. And I think when different
peers are talking to each other, they can share those
strategies that they have developed for themselves as well. I
(12:10):
think that that is it's really important.
Speaker 2 (12:13):
So can you say those terms again around empathy.
Speaker 1 (12:17):
Yeah, so there's different ones out there, but they all
mean a similar thing around detached empathy or empathy without absorption.
Before coming on here, just to look for a really
clear definition of empathy the ability to understand and share
feelings of others, but doing that in a way when
you're in a profession such as this where you're not
(12:39):
taking on everybody's grief because there's a lot of it
and at the same time you're still human. So there's
definitely a skill working in this particular profession and other
professions in health as well, or ambulance workers, you know, microparamedics,
and there's aspects of this role that it's raw, it's
(13:00):
really raw, and I think sometimes there are families that
the team will talk to and just maybe something relatable
about that particular patient or that family where it just
catches you a little bit more. And having that awareness
of self to know when that's happened and how to
navigate that. Is there a need to step away and
(13:21):
someone else to come in and be involved, but it's
also what's happening in the team's life outside of work.
You know, life can sometimes throw some pretty significant.
Speaker 2 (13:29):
Curve polls, absolutely, and when.
Speaker 1 (13:32):
You're in a role such as this, I think sometimes
it can have more of an impact depending on what
the day looks like and what the donation that's may
be required to do on that day. You know, are
they on call for the statewide service and they've got
something else going on, and navigating that in a way
that still supports everybody with what they need with what's
(13:53):
going on for them.
Speaker 2 (13:55):
When you go in and have a chat with a family,
you know, you're talking about the end of life for
a loved one, there's been a traumatic incident. Emotions are
really high at that time. How do you bring it
down so that you can have a viable conversation because
(14:16):
I know what I'm really upset, I might only keep
tying a little bit of information. How do you go
about that? Is it numerous conversations, numerous visits with that family?
How do you bring the emotions down and allow for
an informed consent.
Speaker 1 (14:35):
It's a good question, and the donation nurses have communication
training for facilitating conversations regarding donation. A big part of
it is working closely with the treating team at the
health service to understand what's happening for this family, what
other dynamics might be there are their family that need
to travel from into state or overseas, or how long
(14:58):
has their loved one been in the intensive care unit?
For example? What information can the donation nurse gather before
walking into the family meeting to best care and provide information,
but learn about their loved one and understand what is
important for them regarding end of life and organ and
tissue donation has been a part of that. Sometimes it's
(15:21):
a number of conversations, sometimes it might be only one.
It really is based on the family and what they need.
Speaker 2 (15:30):
It must be highly confronting to think about someone keeping
a loved one alive. To take out different organs of
their body, and I would assume that one of the
questions would be what happens after that, So.
Speaker 1 (15:47):
Donate life are only ever involved once there's been a
transition in the patient's care to end of life, and
part of that conversation is understanding what's happened to their
loved one and understanding why there's been that transition to
end of life and ensuring that there is an understanding
or an acceptance that there is that transition to end
(16:10):
of life care before donation is ever raised. And then
part of raising donation is understanding the wishes of their
loved one and what they would have wanted. And I
think for the team, when the family are aware what
their loved one would have wanted in terms of donation,
that's a different experience to when they're completely unaware of
(16:33):
what their donation isshes may be. And that's a big
part of the media and communications teams within the Organance
Issue Donation Network to raise awareness around donation and to
encourage people to register their wishes and to have a
conversation with their loved one. So if they're ever in
this position where they need to talk about donation, they
(16:55):
have confidence in knowing what their loved one would have wanted.
Speaker 2 (16:59):
It must be highly confronting to be sitting in a
room someone's just loved ones just had a traumatic incident. Yeah,
and then you're being asked the question about organ donation.
Are we in Australia the only country that does organization
(17:21):
as a donation like in the States, is organs paid for?
Speaker 1 (17:26):
No, that's certainly in Australia. There's no financial incentive for
anyone to pursue organic tissue donation. It's very much an
altimistic gift and it's very rare. There's only two percent
of patients that die in a way where organ issue
donation is possible. There's a very very rare set of
(17:49):
circumstances where donation can be discussed with a family just
sept that's what their life one would have wanted.
Speaker 2 (17:57):
So overseas in those places, do people pay for organs?
Speaker 1 (18:02):
Not to my knowledge, but I'm not across the across
the details of what happens in each major country and
how they facility. You know what their donation program looks.
Speaker 2 (18:12):
Like because I remember being a student nurse at PA
when doctor Strong set up the liver transplant unit and
they started doing their first liver transplants. Now that was
back in nineteen eighty eight eighty nine, and then, I
mean I was too young and stupid within as a
nurse and for any theaters to go into those theaters,
(18:35):
but I can remember looking in in absolute awe of
what they were doing and how remarkable they were. And
then once I went, I did some work at the
Royal Children's and you know, there were a couple of
incidences where I was a scrub nurse there, but it
felt like it was such a privilege to even be
(18:57):
around it, let alone be part of it, you know,
And you guys must feel that on a daily basis.
Speaker 1 (19:05):
Yeah, And I think it's we'll see, you know, how
many patients may have been you know, may have received
a transplant, live a transplant, or the national numbers to
see how many lives have been saved. But when you
actually talk to someone who has had the experience of
being on the waiting list, waiting for this call because
(19:26):
their own organ is failing, and just that uncertainty to
hopefully receiving a call that a transplant is available to
them and then their recovery. But I guess thinking about
what that means for them, but it's also much broader
than that in terms of what that means for their family,
what that means for their children, or what that means
(19:46):
for their spouse or their parents and their friends, or
being able to get back to work. You know, it
often has such a significant impact on their day to
day quality of life and the relationships around them that
when you hear a recipient tell their story, it's so
incredibly moving because they're their story has often started many
(20:07):
many months before they've received a transplanting and you're hearing
them talk about the impact that it's had on them.
It certainly puts into perspective the fragility of life. Absolutely
not getting caught up in you know sometimes just things
that we just get a bit stuck on sometimes and
you only need to listen to someone share their story,
(20:29):
be that a don't the family or a transplant recipient,
to just help your refocus a little bit sometimes on
what truly is important and what the connections and the
relationships around you me.
Speaker 2 (20:43):
How do you look after yourself because you're also looking
after said nurses as well as you know, other avenues
of your career and your job, But how do you
look after you.
Speaker 1 (20:58):
Yeah, I think because I'm now in a role where
I'm removed from the frontline stuff, so to speak. I
see my role and where I get my self care
from is doing all I can to set up a
work environment for the team that supports them. I feel
that sense of responsibility to make sure that they have
(21:20):
everything they need to do their job well and to
care for themselves. And I guess from my perspective that
may be looking at our workforce planning or different things
like that which enable us to staff the roster well
so people do get breaks and there's more options for
more people that have leave or that's where I focus
(21:41):
my attention and I feel a real sensive responsibility. And
then outside of work, I try and ensure that I
prioritize doing the things that help me recharge my batteries,
be that spending the time with my family or you know,
just having the odd weekend away. And this is also
where I've really enjoyed the work that we're putting into
(22:02):
the strengths, finding out what our strengths are, because not
only did the team do that, but the nursing management
team did that as well. So those times where you're
just feeling a little bit stuck on something or just
feeling a bit low. I often will look at the
report that is about me and I look at key
things in there that I think, Oh, what else can
I focus on? You know what else can I look?
(22:23):
I love learning, so maybe it's listening to a podcast
or I think that self awareness of knowing what you
need to take care of yourself is so important because
it's different for everybody. What works for me may not
be effective for someone else. And I think this is
the other part of not only my role, but the
other nursing manage your roles and the donation nursing team
(22:45):
that you know there's senior nursing positions, because we need
people to have those self care strategies to take care
of themselves even the work that we're involved in, either
directly or indirectly, to have those skills to perform this
work not only as actively as best as what they can,
(23:06):
but a huge part of this is having developed strategies
for self.
Speaker 2 (23:11):
Care and care for others. And I would assume to
some degree, at some stage all of you have either
felt some degree of moral injury or vicarious trauma in
your role and having a psychotherapist, social worker on your
(23:32):
team would be wonderful to speak to, but often you
don't realize that's occurred until after the fact. Are there
times when someone comes in to ICU and it's such
a traumatic event that you just once it's dealt with,
you're like, okay, debrief, we've got to really look after you.
(23:54):
Does that happen?
Speaker 1 (23:55):
Yeah, that does happen. Definitely happens, and not only just
for the donation team, but we often will then work
with the stuff that have been involved at the health
service to facilitate whether it be a clinical debrief, so
they understand what may have happened before they were rostered
on and were involved, or what happened after they had
(24:16):
left and they went on some days off, or whatever
the case might be, and understanding what the need is
so we can ensure that we can bring as much
information as we can if that's what's required, or whether
we need to come in and be involved for more
of that debrief from a self care and a looking
after each other perspective, because everybody is human and this
(24:41):
is a pretty intense area to work in and be
around death and dying all the time, So sometimes it's
just a matter of having a good cry and being
with your colleagues, just letting that out. And sometimes the
need is different and what that is for each person
will sometimes just vary a little bit, but we definitely
(25:02):
try and ensure that we've got avenues there for whatever
maybe have, so we can be responsive to that. And
often if it is similar to what you mentioned earlier,
is asking people what would be helpful right now? Is
that having some time off, is that having some debrief
type sessions. Is that speaking with the clinical psychotherapist who's
(25:23):
LinkedIn with Donate Life, Or is there perhaps something at
the health service EOP that is available to someone to
support them. Sometimes people have their own private support networks
that they might engage with a little more, And I
think a lot of that does come down to the
relationship we have with the team and individually to know
(25:44):
where they're at and what we can do to support them.
The other part that we introduced three or so years
ago was an annual engagement survey, and within the survey,
the different items that we ask the team unpacks what
their basic needs are to knowing what's expected of them
and do they have everything they need to do in
(26:05):
their job to their individual needs and their team needs,
and their development needs. And this enables us to keep
our eye on the ball on areas that may fluctuate
within those groupings of questions and where we can then
focus as a management team to go, oh, actually there's
a bit of a need here for some more resources
(26:27):
or some more education, or so you know, whatever it
may be. So we can ensure that when people come
to work they feel as engaged as they possibly can
be to perform the role, and that they can be
as open as they can with us as their managers,
to communicate how they're feeling and what else they may need.
Speaker 2 (26:51):
So it's all about a safe work environment.
Speaker 1 (26:53):
Yeah, absolutely, and it shouldn't be unique to our line
of work because it's how you feel that night before
you come to work, right, like, oh gosh, do people
dread it or they think, oh, yeah, I'm working tomorrow,
that's great. Or when you're out socially and someone says
to you know, I have work going, what answer do
people give you? I think gives a really clear indication
of how engaged they're feeling in their workplace and how
(27:16):
can we prevent people from feeling burnt out or just
that exhaustion of the unpredictability that comes with our work.
In particular, what is within our control to prevent those
things from occurring.
Speaker 2 (27:31):
I think it's wonderful that you are looking ahead, you're
supporting your team, you're looking at different and new ways
of management, which I think is fantastic. And it's really
wonderful to hear because I've sat here and listened to nurses, midwives, paramedics,
(27:52):
and the stress and the burnout they're feeling in hospitals
is phenomenal and nothing's changing, like there's no changes, Whereas
you've got this amazing group of people and you've come
in and recognized that it could be a very high
burnout position. You're dealing with a lot of trauma, vicarious trauma,
(28:14):
you know, sadness, death, dying, grief, and you're doing everything
you can to look after your nursing team and team
I'm sure there's other people in that team in the
healthiest way possible. And I can't tell you how impressed
I am right now because I've sat here and listened
to people just going I don't know where nursing's going,
(28:35):
you know, like I don't want to be a nurse anymore.
I am so tired. And here I am hearing you
guys talking about loving your job. It's a really you know,
high stress position. You want to look after your team.
Georgia loved going to work. I mean that says so
much to me as a nurse. And I'm a little
(28:58):
bit in awe of the organization, to be fair, And
does that come from the top or the type the
people you employ? I mean, how do you get to
that position?
Speaker 1 (29:09):
I think it's a bit of everything, to be honest,
and we can't achieve anything as a one man band
in Donate Life Like it's absolutely a team effort in
terms of the work that we do, but I think
it's a bit of a mixture. And I reflect on
COVID and just how disruptive that was for everybody. And
during that time, you know, as a leadership team, we
(29:31):
were looking going, oh, you know, we haven't experienced anything
like this before. What can we do? You know, with
the lockdowns and you know all these things, especially in Victoria,
what can we do here? That's a bit different because
we had some members of our team who were redeployed
to support other areas of the health service, and then
we had staff who were continuing to deliver our donation service.
(29:53):
You know, some people were living at home and they
had roommates for their families. Some people were living on
their own, and the experience for everyone was very different.
And one of the initues we came up with during
that time was to introduce a food for Thought Tuesday,
and I think it was a wellness Thursday. So we
had these micro learning sessions virtually and then a wellness
(30:13):
session where someone might come on and guide us through
some deep breathing or some stretches in the chair or
just matting anything to go. Yeah, and really, some people
will engage with that because it helps them, and some
people may not engage with that as much or they
think it's a bit fluffy or it's just not for them,
which is completely fine as well. But from an organization,
(30:35):
it was there, it was available. We're giving it a
go because you know, we're all kind of trying to
find our way in our respective roles, and I think
that's what has so on a bit of a seed
to go. We need to just continue to be open
minded with how to keep moving forward as an organization,
(30:57):
given the importance of the work we do. Without a doubt, yeah,
And I think for someone coming into the donation specialist
nursing role, part of our recruitment when we're interviewing people,
we want to be confident that they are pursuing this
role for the right reasons, that they feel really passionate
(31:17):
about quality end of life care and having a bit
of an understanding the process is helpful as well, but
coming into this line of work to be really aligned
with what our purpose is because then when we're working together,
or when there are times where everything's a little bit
challenging or there's a few things going on and we
really need to band together to make it work, you know,
(31:40):
then everybody's aligned with this shared goal of moving forward.
So that's certainly something we look at when we recruit
for nurses to join our team, who are often from
either ICU, the emergency department, or the operating theater, and
they often have had some exposure to donation or transplantation.
(32:02):
And I have to admit sometimes when we read a letter,
it's so moving and the person can really capture why
they've seen this role and they would really love to
join the team, which is as in a nursing management role.
I just find that I love reading that. Yeah, so
I think it's doing it for all the right reasons
(32:22):
and obviously having career progression, which is really important for
people who want that. But you're pursuing this because you
want to be a part of something bigger than yourself
and give back and have an appreciation for what this
actually means, which is so important. And I think when
people enjoy their job and they have everything that they
(32:44):
need to do the job well, I think it really
does help prevent burnout when they've got a good team
around them and great relationships with other people. That we've
obviously got a nursing and a medical component to how
our organization works, but we've also got an administration team
and a meter and communications team, and an education team,
(33:05):
data analyst, and you know, we rewind everybody to make
us successful in the work that we do, so we
all need to be aligned to build that trust and
those working relationships to work effectively together because ultimately, the
community are relying on us to get this right.
Speaker 2 (33:26):
Two hundred percent, I couldn't agree with you more, Justine,
Thank you so much for taking the time. I am
truly in awe of the exciting way you guys are
moving and caring for your nurses and sitting there talking
about it with me. You know, one of the number
one reasons people get burnt out is feeling underappreciated. And
(33:51):
it seems like you really value and your organization values
the nurses and the other team members greatly and what
they do and you can't do what you do without
these guys, so exactly, I really appreciate you taking the time.
I've already spoken with Georgia about how people can sign
(34:11):
up to make sure that the loved ones know what
their decisions are when it comes to organ donation, and
George just went through what you need to do, whether
it go through donatlife dot org or through Medicare, and
I'll put those details up on our show notes so
that people if they just want to want to check
(34:32):
where they're at with it, can click on it. But
it saves so many lives and it just takes the
burden of a really tough decision off the family during
a really traumatic time making that decision, and then it's
there on your Medicare card. So is there anything else
you want to add to that?
Speaker 1 (34:52):
No, I really appreciate the opportunity to speak to you.
Really about what we do, but also about the team
because we do really value the work that they do
and the difference that they make with the families, also
the many health professionals that they interact with on a
day to day basis. We feel very fortunate to have them,
and we feel really really fortunate to have a job
(35:16):
that has such an impact on those needing a transform.
Speaker 2 (35:20):
Just see if we had more nursing leaders like you
and the organization you're working for. I don't think nurses
would be leaving in droves like they are. And it
doesn't take much, just takes a little bit of thought
into what your team needs, and like you said, it's
just those funny little things and whether they choose to
engage or not, it's there and it's offered and it's powerful.
Speaker 1 (35:44):
It's so powerful, and I think sometimes we have an
expectation for the team to be curious about their ongoing
learning and development. I think it's really important as the
nursing leadership team, and this extends into our education team
as well, that we also maintain that curiosity to ensure
(36:04):
we're the best possible leaders that we can be as
a team. And we've actually recently introduced a regular kind
of session in house to just keep talking about the
topics that are relevant, be it change management or crucial conversations,
or you know, a range of things that we think, oh,
let's just have a bit of a refresher on that,
because we do have such a responsibility in nursing leadership
(36:28):
management roles for the type of environment that we've set
for the nursing team in our organizations or our departments
or wherever.
Speaker 2 (36:37):
We may be based, because leadership comes from the top.
Speaker 1 (36:42):
Absolutely, yeah, completely agree. You know, you have to continue
to be monitoring when we do an engagement survey. It's
not a flushing a pan, you know, or we've done
that tick box like, it's something that we'll come back
to and it will inform different actions that we take
to continue to refine what we do to keep the
(37:02):
team's engagement on our radar and the things that we
still need to focus on, or they're things that pop
up from time to time that you do need a
little bit of work. But I think that's normal and
I think as long as we continue to look at that,
that's the main point. So we do continue to move
forward and address them.
Speaker 2 (37:21):
Well, I think it's wonderful and I know you are
super busy, and thank you so much for taking the
time to chat with me. Like I said, we'll put
information up on the show notes. I'm in awe of
your leadership, Justine. Thank you so much for taking the
time to chat to us. And you know, I really
(37:41):
hope other nursing leaders have listened to this and take
on board a couple of those little pointers. One was
Gallop and what was the other disc? Disk disc.
Speaker 1 (37:52):
You can just put it into Google and there'll be
plenty of content that comes up. And I think Gallup
in particular often has resources for managers just hone in
on little disperse team or you know, different topics that
are very relatable that can just give some tips or
you know, just things to think about when you're managing
the nursing tea.
Speaker 2 (38:14):
Oh I love it so thank you so much and
I appreciate you taking the time.
Speaker 1 (38:20):
Oh thanks both, It's been a pleasure speaking with you.
Speaker 2 (38:25):
This season. I am so excited to announce that the
podcast is being supported by Nutritia, which is a global
leader in medical nutrition. They understand the needs of nurses
in the nutrition space and for over one hundred and
twenty five years have provided products to support child health.
Some of Nutritiona's pediatric brands include Neo Kate Junior for
(38:47):
children who have food allergies, and app to Grow for
those fussy eaters. And those of us who have children
know many kids who go through the phases of definite fussiness.
For more information and resources, visit the Nutritiona Pediatrics hub
at nutritia dot com dot au forward slash pediatrics. I
just want to say a huge thank you to Nutrita.
(39:08):
Their desire to support nurses is truly appreciated, and they
are allowing me to continue this podcast so that we
can all grow as nurses.
Popular Podcasts
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
Ridiculous History
History is beautiful, brutal and, often, ridiculous. Join Ben Bowlin and Noel Brown as they dive into some of the weirdest stories from across the span of human civilization in Ridiculous History, a podcast by iHeartRadio.