April 1, 2025 • 29 mins
Ep 53. In this episode, Dr. Lendra discusses the importance of effective communication in nursing, the impact of media on healthcare perceptions, and the real-life implications of bias in healthcare. She shares statistics on healthcare disparities, emphasizes the need for patient advocacy, and explores the role of politics in healthcare. The conversation also touches on burnout, the significance of active listening in leadership, and provides practical tips for navigating difficult conversations and preparing for interviews in the healthcare field. She discusses how bias leads to burnout and how now is the time for nurses and healthcare professionals to take advantage of events like the Health & Wealth Expo : Live Summit
Health & Wealth Expo: Live Summit Overview
The Health & Wealth Expo: Live Summit is an immersive, in-person event dedicated to empowering healthcare professionals, entrepreneurs, and business leaders with the tools and knowledge to achieve financial independence and holistic well-being. Taking place on May 15-16, 2025, in New Jersey, this two-day event will feature expert-led workshops, keynote speakers, and networking opportunities designed to foster professional growth, personal wellness, and financial literacy.
Register at : healthandwealthexpolive.com
Join Dr. Lendra to create your Burnout Escape Plan and the Simple Strategy to Break the Cycle and Build Wealth
April 10th at 7 PM EST register now: https://webinar.preminfusions.com/webinar-registration-new
Takeaways
Effective communication is crucial in nursing.
Media portrayal can shape public perception of healthcare.
Bias in healthcare can have serious consequences for patients.
Statistics reveal significant healthcare disparities affecting minorities.
Patient advocacy is essential in addressing health disparities.
Politics play a significant role in the healthcare system.
Burnout can stem from a lack of recognition and support.
Active listening is a key leadership skill.
Navigating difficult conversations requires empathy and understanding.
Preparation is vital for successful interviews in healthcare.
Sound Bites
"It's very, very realistic to the end."
"You don't know what you don't know."
"Use the STAR method in interviews."
Chapters
00:00 Introduction to the Show and Personal Insights
00:07 Exploring 'The Resident' and Its Realism
01:23 The Impact of Bias in Healthcare
04:41 Statistics on Workplace Discrimination
05:03 Microaggressions and Bias in the Workplace
05:47 Maternal Mortality and Racial Disparities
06:28 The Need for Systemic Reforms in Healthcare
08:19 Personal Health Awareness and Preventative Care
10:19 The Role of Politics in Healthcare
11:27 Burnout and the Fight for Representation
12:44 Effective Communication in Leadership
13:50 The Importance of Active Listening in Leadership
15:57 Navigating Difficult Conversations
17:34 Addressing Underperformance Effectively
19:51 Interviewing and Resume Tips for Leadership
23:26 Preparing for Leadership Roles
26:23 Empowering Nurses and Taking Back Power
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Welcome back to another episode of Nurses with voices. I'm Dr. Lendra.
So this is week three of our nurse 201
introduction to nursing Leadership. And we are going to be talking about effective
communication. But before we get into effective communication
and conflict resolution, I want to talk about this show
on Netflix called the Resident. And I want to understand why
(00:22):
no one has mentioned this show to me. I'm just now learning about
it. It's too two seasons in now, so I
gotta finish watching it. I'm just, it's what. I'm just so addicted
and, but. And the reason being is because some of the topics. Well,
let me be clear. Someone had mentioned another show to me
on Netflix that's supposed to be, I think it's
(00:44):
physician based or it's written from the eyes of physician
or I can't really remember. But I was looking for that show
because they mentioned how it was. So it was very realistic. It was
not like your. Some of your other shows, I won't name them, I don't want
to offend anyone, but it's not like some of your other shows. And I actually
found this one, the Resident. And I actually like this
(01:05):
show. And the reason I like it is because to me it's
very, very realistic to the end.
I'm referring to the politics. The politics that you
see that goes on behind the scenes is patience over
politics. I was so, I'm so, I'm so drawn to the
show, I can't even get it out. Season 2, episode
(01:27):
20 was about a young lady by the name of Kira. Kira
apparently died, passed away in 2016 at the
childbirth. Now the reason why this hit home
for me was because of the bias that took place and that could have
possibly saved this young lady's life. And she was a
young woman and when I looked at her age, I was like, this lady's around
(01:49):
my age. The young lady cura C section and it sounds
like her. And if I'm remembering the story,
something happened with her bladder that caused her to hemorrhage. And the
nurses were. The resident mentioned something, the resident mentioned something to
the nurse and the nurse had never followed up. The
resident also followed up with the surgeon who delivered the baby.
(02:11):
And there seemed to be no sense of urgency. And the only
person who seemed to have or experienced some urgency was
the resident. And when you see how
there was just this lack of sense of urgency with the
patient and the resident said, he called him out,
he said, I've seen you do more for
(02:33):
females in the ER who's had less symptoms. Now,
this young lady was experiencing pain. She had bloody
urine. Her Foley wasn't. And it was showing. It flashed her
Foley, which was bloody red, and then it flashed on her Foley again and hadn't
moved, and she was having a lot of abdominal
pain. And when they took her back to the or, as soon as they cut
(02:56):
her open, like, blood just went everywhere. They couldn't find the source of the
bleeding. And then I guess they found the source of the bleeding. I'm like,
yeah, I'm going through the episode, right? But it was so intriguing to me.
And of course, I'm a nurse, right? So I find these things intriguing, especially when
I see the bias. Like, I, I. It was, you
know, confessions of a nurse executive, right? The conscious and unconscious bias in
(03:17):
healthcare. So for me, I identify right away what's going on, especially when they.
When they flash to the chart, they had the electronic
medical record open, and when the resident was asking the nurse about the patient
and when it flashed to her chart and, like, right at the top of her
chart, it said African American. Does it normally just say that this chart just flashed
across, like, African American? Not necessarily. I guess, for the purposes of the
(03:38):
scene and what they were trying to portray, it showed that she was an African
American woman. And there was just no sense of urgency when the last time the
nurse had checked on the patient again, the nurse said that she had been busy.
And then when a resident looked around, he saw other nurses playing with other
patients or, you know, moms who were being discharged. And she. The. The
nurses might have been busy in a moment, but after your busyness was over,
(04:01):
did you go back and check on that patient? Long story short, Kira unfortunately
died, and she experienced, you know, what we consider a never event.
Right? What. And what ended up happening was the hospital ended up putting
protocols in place, and this is how the scene played out. But they put
protocols in place as a action plan so that something like this
wouldn't happen again. So there was protocols in or there were protocols for
(04:23):
postpartum. There were different protocols that the episode
walked through that they put in place after it happened, and it was
inspired by a true story. So it's a very unfortunate event. And
unfortunately, these things like this happen, and the. They were telling they
were sharing statistics during the episode, which are true.
So I just want to share some statistics with you, and I may have shared
(04:45):
leadership representation with you guys. In the past, despite comprising
nearly 7% of the U.S. workforce, only four Black women
have ever led a Fortune 500 company underscoring
significant underrepresentation in top
executive roles. And this was a story by the Cleveland Clinic, despite
the focuses on diversity, equity and inclusion now. And this
(05:07):
is why, and I think this is why some people are saying, well, you know
what? Remove dei. It doesn't really affect me. Well,
it's still important. And I'll get to that. And it just
goes to show you that we're still experiencing these things. No matter how
many, no matter how many competencies you put in
the workplace, no matter how we're still experiencing microaggressions
(05:29):
and biases considering as we were just talking about the
episode, maternal mortality,
Black women are approximately three to four times more
likely to die from
pregnancy related complications compared to
white women. Breast cancer mortalities. The mortality rate for
(05:50):
breast cancer is 40% higher in black women compared to
white women. And this was in a public health law article. And
we talk about ovarian cancer detection. For ovarian cancer
detection, there's a Test, there's a CA125 test
and it's commonly used for ovarian cancer detection. And
it's 23% less likely to
(06:12):
indicate elevated levels in black patients at
diagnosis, potentially delaying treatment. So these
disparities, they really underscore the urgent need
for systemic reforms to ensure equitable health care for
black women. When we talk about the CA125. I was
in church this past weekend and the gentleman shared his testimony. And,
(06:34):
and for those of you who are not person of faith, list, you don't, you
don't have to listen. I'm not trying to put my faith on you. It was
just, it was what resonated with me. Obviously I'm a nurse and
this was a gentleman who shared his testimony during, during service and he talked
about the CT calcium scoring test. Now if you haven't heard
about what this test is and I'll share a little bit about what
(06:55):
his story is so you can get an idea. Now, the CT calcium scoring test
is a non invasive study used to measure the amount of calcium
deposits in the coronary arteries. And the results should be anywhere from like
0 to 400. And the gentleman in church, his level
was something like almost 3,000 if I believe he said he shared. And so
he ended up undergoing surgery and this, this test
(07:18):
saved his life. He actually heard on the radio is how
he went and asked his primary care physician about
ordering the, ordering the test. He asked his primary physician if she would order the
test and she did. And at first she was saying, well, you don't need that
and she ended up ordering it anyway. And his test results came back at like
3,000. He ended up having surgery. And basically he has a history of
(07:39):
hypertension, diabetes. He said he works out, he eat what he eats
well, but he has all of these comorbidities. And guess what? He had
blockages. He had all these blockages, which was just a ticking time
bomb. So when we talk about things like hustle culture, when we talk about things
like Justin Grant being the keynote speaker at the Health and Wealth
Expo Live summit where he's going to be talking about a wellness guide for black
(08:01):
men in corporate America. And what happens is a lot of times we
don't take care of ourselves. And there's. And sometimes you don't
know what you don't know. He, this gentleman heard about this test
on the radio. No one ever thought to offer this to him.
His doctor wasn't going to offer this test to him. He actually
suggested this test and it saved his life. Now we're seeing so many
(08:23):
people dropping dead, right? We're seeing, seen so many people dying at
such young ages. And we're like, this person was 51 years old and they died.
And we're like, what? Massive heart attack? What? You know, or
47 years old or 55 years old. And we're wondering why,
why are we dying younger and younger? So think about some
of the statistics that I just shared with you, right? So when we think about
(08:45):
bias in healthcare, we're not getting educated. And then we're
also not educating ourselves either. I do say we don't know
what we don't know. And if we're just used to certain
diets and pract are learned behaviors. So if we grew
up eating fat, fat grits, fried everything,
we're going to continue to eat like that as we get become adults. And if
(09:08):
no one's educating us and telling us what good foods
looks like, healthy foods look like, you know, fresh vegetables look
like, and what do they do with their vitamins? I mean, with my IV
hydration vitamin therapy business, we offer weight loss services, right? We
offer wellness services that encompasses a holistic
approach to health. So we talk about what you're eating,
(09:29):
talk about what you're drinking, we talk about the vitamins and what the vitamins do
for you. That's why it's important. If you are
not educating yourself on what these things and not asking the right
questions, or if you are asking the right questions and
your provider is not giving or is just
brushing you off and not taking your questions serious, not taking Your
(09:51):
pain serious or not taking your concern serious? This
is where that bias comes into play, and this is where that mistrust comes
into play. So this is how it all plays out, and this is what
happens. So I, you know, I gave a very long, long
version of why I like this show, but it's very, very relevant. Some
of the topics that they talk about, like I said, in politics, you know, some
(10:13):
of you may be asking, why do I talk about so much politics on the
show? I mean, I, I, some of it is just somewhat comical to me,
even though it's not because it's kind of serious, what's going on. And I, and
I say it's comical because a lot of it are just like,
they're, they're, they're huge distractions to get us distracted off of
what's actually going on in the government. And I talk about
(10:34):
politics only because the hospital system is a
business, and there's a lot of politics that goes on behind the scenes. There's
a lot of bureaucracy, and it's, and it
reminds me of what takes place. It reminds me of what I went
through. It reminds, like, I've been there, I've done that. So it's all relevant.
And this is also why I wrote my book, Confessions of a Nurse Executive. And
(10:57):
this is why the subtitle is the Conscious and Unconscious Bias in
Healthcare. Because these type of things
really do happen, and we need to know
what's going on behind the scenes. This is how it plays out, and
this is how our communities are affected. And this is what I talk about in
my book, Confessions of a Nurse Executive, Conscious and Unconscious Bias in
(11:18):
Healthcare. And I think this is why I'm so drawn to this
show, because what I see taking place in these
episodes, it really takes place. This is why I advocate,
because the bias of what was experienced, what
I experienced at least led to burnout. Because you're
consistently trying to prove that you need to be at the
(11:40):
table. And maybe I'm speaking for myself, right? You're consistently trying to
prove, you know, well, let me go get this, this next certification. Let me go
get this education. So before you know what, I'm, I'm intelligent,
right? And then I also knew no one
could take that away from me, no one could take my knowledge away from me.
No matter how hard you would try, no matter how hard you would make it
(12:00):
seem like I didn't belong at the table, you can't take it away from me,
right? So no matter how, how much sabotage, no matter
all of the Things that happened to me or. And I'm
sure it's still happening to other folks. No matter how much you
try, you can't take away my knowledge. And because I'm
knowledgeable, I'm able to recognize what you're doing. And
(12:23):
it's that much more comical to me because, like,
really, you know, okay, I've seen you already, I've already dealt
with you, and I know how to deal with you. And we're going to talk
about that. We're going to talk about. So Today is week three of our Nurse
201 introduction and leadership. And we're going to talk about that. We're going to
talk about how do you deal with conflict in the
(12:43):
workplace and your leadership communication and what that should look like. One
of the most powerful tools that you can use as a
nurse leader is active listening.
A lot of times we get this confused and we listen
to respond and we don't listen to truly understand.
(13:03):
Sometimes being quiet is the best thing that you can do.
Because when we respond,
sometimes our first response is not our best response.
It can make you lose your power. When someone doesn't know what you're
thinking, you're still in control because they don't know how to
(13:24):
take you, they don't know how to receive you, they don't know if they rub
you the wrong way or if not. And a lot of times you just have
to be silent and just wait your turn.
And what I mean is, you don't always have to say something or respond right
away. Even to emails, you don't always have to say something and
respond right away. Your silence and your active listening,
(13:46):
listen to what's going on around you. Because sometimes something can just be
misinterpreted. Or when you know you're not misinterpreting it, and when
you know you're right, give yourself some grace to not respond. I'm just going to
switch gears for a second. If you're a nurse leader and your staff member, they
come to you and they telling you that they're feeling overwhelmed, maybe you start
by saying acknowledging it, right? One of the first things you want to do is
(14:07):
acknowledge it. You acknowledge the fact that, okay, I hear you, hear you, I
hear that you're stressed. Maybe it's with their current assignment. Ask them how they can
make it more manageable. Because this approach, it fosters
trust and collaboration rather than
defensiveness. And I'll give you an example. Something that I used to
always say to my staff is, and I think this is, and this Might be
(14:29):
like a leadership thing because I don't think I was the only person who ever
said it. And let's use an example of a patient experience.
Maybe I went to them or maybe they came to me and they would
tell me what was going on with the patient and
as soon as something would trigger me for patient experience, right.
So the first thing I would say to them is, what do you think
(14:52):
you could have done differently? Not realizing that
I was putting them on the defense rather than
hearing them out. Now when it comes to my, my
staff now and me as an entrepreneur, I
listen, I don't always respond like even. And my
staff now are independent contractors, right? So I have independent contractors who work for
(15:14):
me. They work for the company, right. And. But
when they have a concern, I'm not like,
well, what do you think you could have done differently? No, these are grown adult
women, right. And I'm not always just quick to respond because
sometimes I'm wrong with what I'm thinking. And
the more we communicate, the more I have a better understanding of what's taking
(15:36):
place. So my point is listening, active
listening can be very important twofold. One,
so that you can have a clearer picture of what's happening. And then two,
sometimes you don't, you just don't need to respond when you, even when you do
see what's happening. If you get what I'm picking, if you're picking up what I'm
putting down, let me know. The second thing I want to talk about
(15:58):
is navigating difficult. And this is how you
navigate those difficult conversations when it comes to
staff or even administration. Now let's
use the example of addressing underperformance. Now
there's a method called the SBI Method is the
situation, behavior and impact method.
(16:20):
And it helps you to stay objective. Let's take the situation for
example. Situation during yesterday's shift. You're coming with
facts. This situation happened during yesterday's shift.
During yesterday's shift, it was documented that the patient asked for
pain medicine and it looks like they received it at 5 o'clock.
Can you share with me what time the patient actually asked for it?
(16:43):
Now you're giving them a situation during yesterday's shift,
right? You're giving them a situation and you're giving them facts and then you're asking
a question. The behavior
I noticed the patient documentation was incomplete. The
impact. This could affect patient safety and
compliance. So then you want to follow up with an open
(17:04):
ended question. So you see what I said, can you share
with me what time the Patient asked for the medication
situation during yesterday's shift behavior. I
noticed the patient's documentation was in complete impact. This could
affect patient safety and compliance. I want to follow up with an open
ended question like help me understand what happened. This encourages
(17:25):
dialogue and problem solving as opposed
to, you didn't do this and you didn't do that. It
discourages defensiveness. So it's important to be able to
hold conversations and, you know, get to the bottom of
conflict. If ineffective
communication can really damage and hurt relationships and
(17:47):
it could really lead to misunderstandings, you could be misunderstood.
And again, I can share this with you guys because I've been there. You could
be very misunderstood. Miscommunications are going to occur and you have to
know how to deal with them. And then especially as a leader, you have to
be able to handle what you believe is going to be conflict.
Something I would run into is, especially with managing
(18:09):
new charge nurses or newer nurse leaders,
they were not, they were not prepared to handle difficult
conversations. Even things when it comes down with the schedule, like they don't want to
do the schedule because they didn't want anyone being mad at them. As a
leader, you have to understand that you're not going to make everyone happy. That's
number one, even in business. I was at an
(18:31):
event the other day and one of the, she's
the owner of a winery, a huge winery in Pennsylvania, and
she mentioned that sometimes her employees come to her. You know, she said you
can't. She, sometimes she has to make decisions. And one of the things she said
is she hired people, she put people in place now so that she doesn't have
to be the person to always be the bad guy. Which is
(18:53):
hysterical to me because. But I mean, as the, as the leader, you're not always
the bad guy. However, sometimes. And again, if
you don't have those good relationships, and even when you do have good
relationships, you just have, you're going to have to make those tough decisions and you're
going to have to make those decisions that you're going to have to live with.
But communication is what's going to be key in making those
decisions. Now you're going to have some people who, their minds are already going to
(19:15):
be made up on who you are, what you do, what you stand for,
and that's okay. You're going to have certain situations where people may just
already have a bias against you because of who you are, the
way you look and what you stand for. So you're going to have to be
able to navigate all of those situations. But the first thing, it starts
with you knowing who you are. And when you know who you
(19:38):
are, no matter what they say, no matter what you do, you're living your
truth. And when you walk in your truth, no one can take that away from
you. No one can take away the facts of who you are and the way
you handle the situation. When you deal in facts, you deal in truth. And the
last thing I want to talk about with the last thing I want to talk
about with leadership is interviewing. So I want to talk about some interviewing tips
(19:58):
and some, some resume tips for the leadership ladder.
When you're preparing for leaderships and
interviews, please do not come dressed in shorts and
a with, you know, your hair not done. And
Amanda Jackson is going to be our HR consultant at the Health and Wealth
Expo Live Summit May 15th and 16th. And she has her
(20:20):
own consulting business. She's been working in human resource
consulting for many, many years. And she has her own HR
consulting firm, Lowe's Consulting. And I actually was talking with
her because my son wears braids. And he. So
I, we were talking about the braids thing. Like, what do you think about braids
going to an interview? Should we do it? How does it make you feel? What
(20:41):
do you think? And she said, you know, I actually don't have a problem with
braids. She said, as long as they're neat. Now, I come from an era
where you went to, you came to your interview,
you were clean cut. But I noticed different generations,
they come to interviews differently, and you have to accept that. You have
to accept the different generations. However, there's still
(21:04):
a level of the type of job that you're coming for.
You still want to show up like you're coming for the
CEO role. And this is what I mean. I remember one time, and I'm
sharing this with you. I remember one time my son was home for school from,
for the summer. He was home for school from the summer, and
he was going to for a job interview.
(21:26):
And he was going for a job interview. And I was like, where are you
going? He's like, oh, it's a construction job. I'm like, no, you put on some
khaki pants, a nice polo shirt, you know, you still go to the job and
show up like, you know, you show up like you want to be chosen.
Make sure that when you show up, your appearance, your,
you know, your clean cut, clean shoes, you know, don't have
(21:46):
dirty nails. As someone who has, who enter who it still
interviews now, I look at these things These things
are being looked at. So you are being looked at by your appearance, trust
me. But it looks like they're doing a lot of digital interviews now as well
too. A lot of online interviews. So make sure that you're, you know, when you
are turning on that screen from the head up, you
(22:09):
are clean cut. Make sure that you're ready and you're presentable. One of the things
that you want to start, consider when you're doing an interview. If you've never heard
of the Star method, you want to use the Star method. Don't just
come and interview with me telling me how great you are and
why I should hire you. Give me examples. And a great way to
do that is by using the Star method. You want to use the
(22:30):
situation, the task, the action and the result. And I'll give you an
example. During. During the staffing crisis,
right? That's a situation. I led the scheduling team, which was
the task to develop a flexible rotation
plan. That was the action, resulting in a 20%
decrease in call outs. That was a result. So you get what I'm
(22:52):
saying? So you take something that you've done and what did you know the
situation, what was the task, what was the action, what was the result? This
is what you want to use when you're interviewing. And this works no
matter what role you're applying for, whether you're a new grad
nurse or new grad healthcare professional, whether you're going for a leadership
role you're advancing. That works no matter what role you're applying
(23:14):
for, because people want to know what you did, what was the situation, how
you handled it, and what was the result. So always keep that in mind when
we talk about leadership. And just some resume tips for you
with your resume. Something that they're doing now is they're putting pictures on
the resumes and they're no longer putting home
addresses on the resumes. I'm not sure if you guys knew that. And
(23:36):
again, I know this from having HR consultant
friends and colleagues who are sharing
this with me. So that's something that you want to consider, that we're not
putting your home address. And that's more for safety reasons. If you want
to learn more about HR consulting, join us at the Health and Wealth
Expo Live summit taking place on May 15th and 16th. You can
(23:59):
log on to healthandwealthexpo live.com it is still
your chance to register. By the time this airs, early registration will
be over. But make sure that you register for the event. You do not
want to Miss it. It's a two day event. You can come both days. You
can come one or one day. Your registration is your entry to
both days and you can choose to come one day. You can choose to come
(24:20):
both days. That is all. We're going to wrap up today and I do want
to share this. We have to finish our last class. What you can look forward
to in week four, we're going to be talking about your, our breakthrough,
right? We're going to talk about your, we're going to go over your career breakthrough
blueprint. But before then, I got to give you your homework. On week one, we
completed your leadership self assessment, identifying your personal strengths and
(24:41):
weaknesses. And week two, we looked at your leadership development plan
and steps to strengthen your leadership skills. This week we talked about your career
growth and communication. All of these are important whether you're looking to go
into leadership or whether you're looking to go into entrepreneurship. This is why I
always say nurses are born natural born leaders because you can take these very
same skills and you can transition them into your entrepreneurial
(25:03):
journey. Next week we're going to talk about entrepreneurship and we're going to talk about
breaking through in your career, whether you want to go into nursing leadership or whether
you want to go into entrepreneurship. Just to recap on your homework for this
week, your homework for this week is to continue developing your leadership
development plan. So be ready for next week for our last Nurse
201 Leadership Development course. I hope you guys, I
(25:25):
hope you're enjoying this as much as I am and if you want, but you
know, and before we go, as we wrap up, I do want to
mention that over the next few weeks, you are,
we're, I'm going to be doing a special series, Theories called
Nurse Shift Change. I am on a committee full of nurses who
are looking to take our power back. We're looking to give nurses a voice and
(25:46):
we're looking to have a rally on May 24. So more to
come. You'll be meeting with these, I'll be meeting with these
nurses over the next few weeks and you'll be hearing them talking about their
background, the impact they're making in leadership. And we are
going to be doing a podcast series, a LinkedIn Live series, all
leading up to the rally that's going to be taking place on May 20th. You
(26:08):
all are also welcome to attend the Expo in May or
May 15th and 16th. That is our extended Nurses Week celebration
where we'll be talking about, we'll be talking about nurse business development
empowerment self care wellness. When you think about what's going
on with all of the uncertainties in the government and healthcare, it is really time
to take your power back. And how can you position yourself? One of the ways
(26:30):
that you can do that is you can position yourself by starting a nurse owned
business. And what we're going to be talking about at the summit is
how to monetize your expertise. Nurse Business Development. It's going to be a medical
writing workshop. It's going to be a workshop on creating a business plan.
We're going to be having a how to start a mental health practice at the
Nurse practitioner Real estate development and we're going to have a roundtable discussion
(26:51):
on DEI and what that looks like and a
lot of the topics that I talked about at start of the episode.
By the time this episode airs, I know it's Women's
History Month is going to be over, but I want to leave Women's History Month
with talking about Ella Baker. I talked about Ella Baker on my
mentorship Monday for on LinkedIn. Ella Baker was
(27:14):
a pioneer. She was a woman who believed in leadership from
the middle out. She believed in middle out leadership
because I want you to start thinking about drawing inspiration from
middle out leadership. Ella Baker. She was a pivotal
figure in the civil rights movement. She really empowered everyday
individuals to collectively challenge and dismantle
(27:36):
systems of oppression, including sexism, racism and
classism. In nursing and in healthcare, we often
encounter challenges that test our resolve. And it's crucial to
remember that no external force can
diminish our intrinsic value or define who we are.
So I'm going to leave you with that until next time. Make sure that
(27:59):
you stay educated, stay inspired and stay empowered.
Welcome back to another episode of Nurses with voices. I'm Dr. Lendra.
So this is week three of our nurse 201
introduction to nursing Leadership. And we are going to be talking about effective
communication. But before we get into effective communication
and conflict resolution, I want to talk about this show
on Netflix called the Resident. And I want to understand why
(00:22):
no one has mentioned this show to me. I'm just now learning about
it. It's too two seasons in now, so I
gotta finish watching it. I'm just, it's what. I'm just so addicted
and, but. And the reason being is because some of the topics. Well,
let me be clear. Someone had mentioned another show to me
on Netflix that's supposed to be, I think it's
(00:44):
physician based or it's written from the eyes of physician
or I can't really remember. But I was looking for that show
because they mentioned how it was. So it was very realistic. It was
not like your. Some of your other shows, I won't name them, I don't want
to offend anyone, but it's not like some of your other shows. And I actually
found this one, the Resident. And I actually like this
(01:05):
show. And the reason I like it is because to me it's
very, very realistic to the end.
I'm referring to the politics. The politics that you
see that goes on behind the scenes is patience over
politics. I was so, I'm so, I'm so drawn to the
show, I can't even get it out. Season 2, episode
(01:27):
20 was about a young lady by the name of Kira. Kira
apparently died, passed away in 2016 at the
childbirth. Now the reason why this hit home
for me was because of the bias that took place and that could have
possibly saved this young lady's life. And she was a
young woman and when I looked at her age, I was like, this lady's around
(01:49):
my age. The young lady cura C section and it sounds
like her. And if I'm remembering the story,
something happened with her bladder that caused her to hemorrhage. And the
nurses were. The resident mentioned something, the resident mentioned something to
the nurse and the nurse had never followed up. The
resident also followed up with the surgeon who delivered the baby.
(02:11):
And there seemed to be no sense of urgency. And the only
person who seemed to have or experienced some urgency was
the resident. And when you see how
there was just this lack of sense of urgency with the
patient and the resident said, he called him out,
he said, I've seen you do more for
(02:33):
females in the ER who's had less symptoms. Now,
this young lady was experiencing pain. She had bloody
urine. Her Foley wasn't. And it was showing. It flashed her
Foley, which was bloody red, and then it flashed on her Foley again and hadn't
moved, and she was having a lot of abdominal
pain. And when they took her back to the or, as soon as they cut
(02:56):
her open, like, blood just went everywhere. They couldn't find the source of the
bleeding. And then I guess they found the source of the bleeding. I'm like,
yeah, I'm going through the episode, right? But it was so intriguing to me.
And of course, I'm a nurse, right? So I find these things intriguing, especially when
I see the bias. Like, I, I. It was, you
know, confessions of a nurse executive, right? The conscious and unconscious bias in
(03:17):
healthcare. So for me, I identify right away what's going on, especially when they.
When they flash to the chart, they had the electronic
medical record open, and when the resident was asking the nurse about the patient
and when it flashed to her chart and, like, right at the top of her
chart, it said African American. Does it normally just say that this chart just flashed
across, like, African American? Not necessarily. I guess, for the purposes of the
(03:38):
scene and what they were trying to portray, it showed that she was an African
American woman. And there was just no sense of urgency when the last time the
nurse had checked on the patient again, the nurse said that she had been busy.
And then when a resident looked around, he saw other nurses playing with other
patients or, you know, moms who were being discharged. And she. The. The
nurses might have been busy in a moment, but after your busyness was over,
(04:01):
did you go back and check on that patient? Long story short, Kira unfortunately
died, and she experienced, you know, what we consider a never event.
Right? What. And what ended up happening was the hospital ended up putting
protocols in place, and this is how the scene played out. But they put
protocols in place as a action plan so that something like this
wouldn't happen again. So there was protocols in or there were protocols for
(04:23):
postpartum. There were different protocols that the episode
walked through that they put in place after it happened, and it was
inspired by a true story. So it's a very unfortunate event. And
unfortunately, these things like this happen, and the. They were telling they
were sharing statistics during the episode, which are true.
So I just want to share some statistics with you, and I may have shared
(04:45):
leadership representation with you guys. In the past, despite comprising
nearly 7% of the U.S. workforce, only four Black women
have ever led a Fortune 500 company underscoring
significant underrepresentation in top
executive roles. And this was a story by the Cleveland Clinic, despite
the focuses on diversity, equity and inclusion now. And this
(05:07):
is why, and I think this is why some people are saying, well, you know
what? Remove dei. It doesn't really affect me. Well,
it's still important. And I'll get to that. And it just
goes to show you that we're still experiencing these things. No matter how
many, no matter how many competencies you put in
the workplace, no matter how we're still experiencing microaggressions
(05:29):
and biases considering as we were just talking about the
episode, maternal mortality,
Black women are approximately three to four times more
likely to die from
pregnancy related complications compared to
white women. Breast cancer mortalities. The mortality rate for
(05:50):
breast cancer is 40% higher in black women compared to
white women. And this was in a public health law article. And
we talk about ovarian cancer detection. For ovarian cancer
detection, there's a Test, there's a CA125 test
and it's commonly used for ovarian cancer detection. And
it's 23% less likely to
(06:12):
indicate elevated levels in black patients at
diagnosis, potentially delaying treatment. So these
disparities, they really underscore the urgent need
for systemic reforms to ensure equitable health care for
black women. When we talk about the CA125. I was
in church this past weekend and the gentleman shared his testimony. And,
(06:34):
and for those of you who are not person of faith, list, you don't, you
don't have to listen. I'm not trying to put my faith on you. It was
just, it was what resonated with me. Obviously I'm a nurse and
this was a gentleman who shared his testimony during, during service and he talked
about the CT calcium scoring test. Now if you haven't heard
about what this test is and I'll share a little bit about what
(06:55):
his story is so you can get an idea. Now, the CT calcium scoring test
is a non invasive study used to measure the amount of calcium
deposits in the coronary arteries. And the results should be anywhere from like
0 to 400. And the gentleman in church, his level
was something like almost 3,000 if I believe he said he shared. And so
he ended up undergoing surgery and this, this test
(07:18):
saved his life. He actually heard on the radio is how
he went and asked his primary care physician about
ordering the, ordering the test. He asked his primary physician if she would order the
test and she did. And at first she was saying, well, you don't need that
and she ended up ordering it anyway. And his test results came back at like
3,000. He ended up having surgery. And basically he has a history of
(07:39):
hypertension, diabetes. He said he works out, he eat what he eats
well, but he has all of these comorbidities. And guess what? He had
blockages. He had all these blockages, which was just a ticking time
bomb. So when we talk about things like hustle culture, when we talk about things
like Justin Grant being the keynote speaker at the Health and Wealth
Expo Live summit where he's going to be talking about a wellness guide for black
(08:01):
men in corporate America. And what happens is a lot of times we
don't take care of ourselves. And there's. And sometimes you don't
know what you don't know. He, this gentleman heard about this test
on the radio. No one ever thought to offer this to him.
His doctor wasn't going to offer this test to him. He actually
suggested this test and it saved his life. Now we're seeing so many
(08:23):
people dropping dead, right? We're seeing, seen so many people dying at
such young ages. And we're like, this person was 51 years old and they died.
And we're like, what? Massive heart attack? What? You know, or
47 years old or 55 years old. And we're wondering why,
why are we dying younger and younger? So think about some
of the statistics that I just shared with you, right? So when we think about
(08:45):
bias in healthcare, we're not getting educated. And then we're
also not educating ourselves either. I do say we don't know
what we don't know. And if we're just used to certain
diets and pract are learned behaviors. So if we grew
up eating fat, fat grits, fried everything,
we're going to continue to eat like that as we get become adults. And if
(09:08):
no one's educating us and telling us what good foods
looks like, healthy foods look like, you know, fresh vegetables look
like, and what do they do with their vitamins? I mean, with my IV
hydration vitamin therapy business, we offer weight loss services, right? We
offer wellness services that encompasses a holistic
approach to health. So we talk about what you're eating,
(09:29):
talk about what you're drinking, we talk about the vitamins and what the vitamins do
for you. That's why it's important. If you are
not educating yourself on what these things and not asking the right
questions, or if you are asking the right questions and
your provider is not giving or is just
brushing you off and not taking your questions serious, not taking Your
(09:51):
pain serious or not taking your concern serious? This
is where that bias comes into play, and this is where that mistrust comes
into play. So this is how it all plays out, and this is what
happens. So I, you know, I gave a very long, long
version of why I like this show, but it's very, very relevant. Some
of the topics that they talk about, like I said, in politics, you know, some
(10:13):
of you may be asking, why do I talk about so much politics on the
show? I mean, I, I, some of it is just somewhat comical to me,
even though it's not because it's kind of serious, what's going on. And I, and
I say it's comical because a lot of it are just like,
they're, they're, they're huge distractions to get us distracted off of
what's actually going on in the government. And I talk about
(10:34):
politics only because the hospital system is a
business, and there's a lot of politics that goes on behind the scenes. There's
a lot of bureaucracy, and it's, and it
reminds me of what takes place. It reminds me of what I went
through. It reminds, like, I've been there, I've done that. So it's all relevant.
And this is also why I wrote my book, Confessions of a Nurse Executive. And
(10:57):
this is why the subtitle is the Conscious and Unconscious Bias in
Healthcare. Because these type of things
really do happen, and we need to know
what's going on behind the scenes. This is how it plays out, and
this is how our communities are affected. And this is what I talk about in
my book, Confessions of a Nurse Executive, Conscious and Unconscious Bias in
(11:18):
Healthcare. And I think this is why I'm so drawn to this
show, because what I see taking place in these
episodes, it really takes place. This is why I advocate,
because the bias of what was experienced, what
I experienced at least led to burnout. Because you're
consistently trying to prove that you need to be at the
(11:40):
table. And maybe I'm speaking for myself, right? You're consistently trying to
prove, you know, well, let me go get this, this next certification. Let me go
get this education. So before you know what, I'm, I'm intelligent,
right? And then I also knew no one
could take that away from me, no one could take my knowledge away from me.
No matter how hard you would try, no matter how hard you would make it
(12:00):
seem like I didn't belong at the table, you can't take it away from me,
right? So no matter how, how much sabotage, no matter
all of the Things that happened to me or. And I'm
sure it's still happening to other folks. No matter how much you
try, you can't take away my knowledge. And because I'm
knowledgeable, I'm able to recognize what you're doing. And
(12:23):
it's that much more comical to me because, like,
really, you know, okay, I've seen you already, I've already dealt
with you, and I know how to deal with you. And we're going to talk
about that. We're going to talk about. So Today is week three of our Nurse
201 introduction and leadership. And we're going to talk about that. We're going to
talk about how do you deal with conflict in the
(12:43):
workplace and your leadership communication and what that should look like. One
of the most powerful tools that you can use as a
nurse leader is active listening.
A lot of times we get this confused and we listen
to respond and we don't listen to truly understand.
(13:03):
Sometimes being quiet is the best thing that you can do.
Because when we respond,
sometimes our first response is not our best response.
It can make you lose your power. When someone doesn't know what you're
thinking, you're still in control because they don't know how to
(13:24):
take you, they don't know how to receive you, they don't know if they rub
you the wrong way or if not. And a lot of times you just have
to be silent and just wait your turn.
And what I mean is, you don't always have to say something or respond right
away. Even to emails, you don't always have to say something and
respond right away. Your silence and your active listening,
(13:46):
listen to what's going on around you. Because sometimes something can just be
misinterpreted. Or when you know you're not misinterpreting it, and when
you know you're right, give yourself some grace to not respond. I'm just going to
switch gears for a second. If you're a nurse leader and your staff member, they
come to you and they telling you that they're feeling overwhelmed, maybe you start
by saying acknowledging it, right? One of the first things you want to do is
(14:07):
acknowledge it. You acknowledge the fact that, okay, I hear you, hear you, I
hear that you're stressed. Maybe it's with their current assignment. Ask them how they can
make it more manageable. Because this approach, it fosters
trust and collaboration rather than
defensiveness. And I'll give you an example. Something that I used to
always say to my staff is, and I think this is, and this Might be
(14:29):
like a leadership thing because I don't think I was the only person who ever
said it. And let's use an example of a patient experience.
Maybe I went to them or maybe they came to me and they would
tell me what was going on with the patient and
as soon as something would trigger me for patient experience, right.
So the first thing I would say to them is, what do you think
(14:52):
you could have done differently? Not realizing that
I was putting them on the defense rather than
hearing them out. Now when it comes to my, my
staff now and me as an entrepreneur, I
listen, I don't always respond like even. And my
staff now are independent contractors, right? So I have independent contractors who work for
(15:14):
me. They work for the company, right. And. But
when they have a concern, I'm not like,
well, what do you think you could have done differently? No, these are grown adult
women, right. And I'm not always just quick to respond because
sometimes I'm wrong with what I'm thinking. And
the more we communicate, the more I have a better understanding of what's taking
(15:36):
place. So my point is listening, active
listening can be very important twofold. One,
so that you can have a clearer picture of what's happening. And then two,
sometimes you don't, you just don't need to respond when you, even when you do
see what's happening. If you get what I'm picking, if you're picking up what I'm
putting down, let me know. The second thing I want to talk about
(15:58):
is navigating difficult. And this is how you
navigate those difficult conversations when it comes to
staff or even administration. Now let's
use the example of addressing underperformance. Now
there's a method called the SBI Method is the
situation, behavior and impact method.
(16:20):
And it helps you to stay objective. Let's take the situation for
example. Situation during yesterday's shift. You're coming with
facts. This situation happened during yesterday's shift.
During yesterday's shift, it was documented that the patient asked for
pain medicine and it looks like they received it at 5 o'clock.
Can you share with me what time the patient actually asked for it?
(16:43):
Now you're giving them a situation during yesterday's shift,
right? You're giving them a situation and you're giving them facts and then you're asking
a question. The behavior
I noticed the patient documentation was incomplete. The
impact. This could affect patient safety and
compliance. So then you want to follow up with an open
(17:04):
ended question. So you see what I said, can you share
with me what time the Patient asked for the medication
situation during yesterday's shift behavior. I
noticed the patient's documentation was in complete impact. This could
affect patient safety and compliance. I want to follow up with an open
ended question like help me understand what happened. This encourages
(17:25):
dialogue and problem solving as opposed
to, you didn't do this and you didn't do that. It
discourages defensiveness. So it's important to be able to
hold conversations and, you know, get to the bottom of
conflict. If ineffective
communication can really damage and hurt relationships and
(17:47):
it could really lead to misunderstandings, you could be misunderstood.
And again, I can share this with you guys because I've been there. You could
be very misunderstood. Miscommunications are going to occur and you have to
know how to deal with them. And then especially as a leader, you have to
be able to handle what you believe is going to be conflict.
Something I would run into is, especially with managing
(18:09):
new charge nurses or newer nurse leaders,
they were not, they were not prepared to handle difficult
conversations. Even things when it comes down with the schedule, like they don't want to
do the schedule because they didn't want anyone being mad at them. As a
leader, you have to understand that you're not going to make everyone happy. That's
number one, even in business. I was at an
(18:31):
event the other day and one of the, she's
the owner of a winery, a huge winery in Pennsylvania, and
she mentioned that sometimes her employees come to her. You know, she said you
can't. She, sometimes she has to make decisions. And one of the things she said
is she hired people, she put people in place now so that she doesn't have
to be the person to always be the bad guy. Which is
(18:53):
hysterical to me because. But I mean, as the, as the leader, you're not always
the bad guy. However, sometimes. And again, if
you don't have those good relationships, and even when you do have good
relationships, you just have, you're going to have to make those tough decisions and you're
going to have to make those decisions that you're going to have to live with.
But communication is what's going to be key in making those
decisions. Now you're going to have some people who, their minds are already going to
(19:15):
be made up on who you are, what you do, what you stand for,
and that's okay. You're going to have certain situations where people may just
already have a bias against you because of who you are, the
way you look and what you stand for. So you're going to have to be
able to navigate all of those situations. But the first thing, it starts
with you knowing who you are. And when you know who you
(19:38):
are, no matter what they say, no matter what you do, you're living your
truth. And when you walk in your truth, no one can take that away from
you. No one can take away the facts of who you are and the way
you handle the situation. When you deal in facts, you deal in truth. And the
last thing I want to talk about with the last thing I want to talk
about with leadership is interviewing. So I want to talk about some interviewing tips
(19:58):
and some, some resume tips for the leadership ladder.
When you're preparing for leaderships and
interviews, please do not come dressed in shorts and
a with, you know, your hair not done. And
Amanda Jackson is going to be our HR consultant at the Health and Wealth
Expo Live Summit May 15th and 16th. And she has her
(20:20):
own consulting business. She's been working in human resource
consulting for many, many years. And she has her own HR
consulting firm, Lowe's Consulting. And I actually was talking with
her because my son wears braids. And he. So
I, we were talking about the braids thing. Like, what do you think about braids
going to an interview? Should we do it? How does it make you feel? What
(20:41):
do you think? And she said, you know, I actually don't have a problem with
braids. She said, as long as they're neat. Now, I come from an era
where you went to, you came to your interview,
you were clean cut. But I noticed different generations,
they come to interviews differently, and you have to accept that. You have
to accept the different generations. However, there's still
(21:04):
a level of the type of job that you're coming for.
You still want to show up like you're coming for the
CEO role. And this is what I mean. I remember one time, and I'm
sharing this with you. I remember one time my son was home for school from,
for the summer. He was home for school from the summer, and
he was going to for a job interview.
(21:26):
And he was going for a job interview. And I was like, where are you
going? He's like, oh, it's a construction job. I'm like, no, you put on some
khaki pants, a nice polo shirt, you know, you still go to the job and
show up like, you know, you show up like you want to be chosen.
Make sure that when you show up, your appearance, your,
you know, your clean cut, clean shoes, you know, don't have
(21:46):
dirty nails. As someone who has, who enter who it still
interviews now, I look at these things These things
are being looked at. So you are being looked at by your appearance, trust
me. But it looks like they're doing a lot of digital interviews now as well
too. A lot of online interviews. So make sure that you're, you know, when you
are turning on that screen from the head up, you
(22:09):
are clean cut. Make sure that you're ready and you're presentable. One of the things
that you want to start, consider when you're doing an interview. If you've never heard
of the Star method, you want to use the Star method. Don't just
come and interview with me telling me how great you are and
why I should hire you. Give me examples. And a great way to
do that is by using the Star method. You want to use the
(22:30):
situation, the task, the action and the result. And I'll give you an
example. During. During the staffing crisis,
right? That's a situation. I led the scheduling team, which was
the task to develop a flexible rotation
plan. That was the action, resulting in a 20%
decrease in call outs. That was a result. So you get what I'm
(22:52):
saying? So you take something that you've done and what did you know the
situation, what was the task, what was the action, what was the result? This
is what you want to use when you're interviewing. And this works no
matter what role you're applying for, whether you're a new grad
nurse or new grad healthcare professional, whether you're going for a leadership
role you're advancing. That works no matter what role you're applying
(23:14):
for, because people want to know what you did, what was the situation, how
you handled it, and what was the result. So always keep that in mind when
we talk about leadership. And just some resume tips for you
with your resume. Something that they're doing now is they're putting pictures on
the resumes and they're no longer putting home
addresses on the resumes. I'm not sure if you guys knew that. And
(23:36):
again, I know this from having HR consultant
friends and colleagues who are sharing
this with me. So that's something that you want to consider, that we're not
putting your home address. And that's more for safety reasons. If you want
to learn more about HR consulting, join us at the Health and Wealth
Expo Live summit taking place on May 15th and 16th. You can
(23:59):
log on to healthandwealthexpo live.com it is still
your chance to register. By the time this airs, early registration will
be over. But make sure that you register for the event. You do not
want to Miss it. It's a two day event. You can come both days. You
can come one or one day. Your registration is your entry to
both days and you can choose to come one day. You can choose to come
(24:20):
both days. That is all. We're going to wrap up today and I do want
to share this. We have to finish our last class. What you can look forward
to in week four, we're going to be talking about your, our breakthrough,
right? We're going to talk about your, we're going to go over your career breakthrough
blueprint. But before then, I got to give you your homework. On week one, we
completed your leadership self assessment, identifying your personal strengths and
(24:41):
weaknesses. And week two, we looked at your leadership development plan
and steps to strengthen your leadership skills. This week we talked about your career
growth and communication. All of these are important whether you're looking to go
into leadership or whether you're looking to go into entrepreneurship. This is why I
always say nurses are born natural born leaders because you can take these very
same skills and you can transition them into your entrepreneurial
(25:03):
journey. Next week we're going to talk about entrepreneurship and we're going to talk about
breaking through in your career, whether you want to go into nursing leadership or whether
you want to go into entrepreneurship. Just to recap on your homework for this
week, your homework for this week is to continue developing your leadership
development plan. So be ready for next week for our last Nurse
201 Leadership Development course. I hope you guys, I
(25:25):
hope you're enjoying this as much as I am and if you want, but you
know, and before we go, as we wrap up, I do want to
mention that over the next few weeks, you are,
we're, I'm going to be doing a special series, Theories called
Nurse Shift Change. I am on a committee full of nurses who
are looking to take our power back. We're looking to give nurses a voice and
(25:46):
we're looking to have a rally on May 24. So more to
come. You'll be meeting with these, I'll be meeting with these
nurses over the next few weeks and you'll be hearing them talking about their
background, the impact they're making in leadership. And we are
going to be doing a podcast series, a LinkedIn Live series, all
leading up to the rally that's going to be taking place on May 20th. You
(26:08):
all are also welcome to attend the Expo in May or
May 15th and 16th. That is our extended Nurses Week celebration
where we'll be talking about, we'll be talking about nurse business development
empowerment self care wellness. When you think about what's going
on with all of the uncertainties in the government and healthcare, it is really time
to take your power back. And how can you position yourself? One of the ways
(26:30):
that you can do that is you can position yourself by starting a nurse owned
business. And what we're going to be talking about at the summit is
how to monetize your expertise. Nurse Business Development. It's going to be a medical
writing workshop. It's going to be a workshop on creating a business plan.
We're going to be having a how to start a mental health practice at the
Nurse practitioner Real estate development and we're going to have a roundtable discussion
(26:51):
on DEI and what that looks like and a
lot of the topics that I talked about at start of the episode.
By the time this episode airs, I know it's Women's
History Month is going to be over, but I want to leave Women's History Month
with talking about Ella Baker. I talked about Ella Baker on my
mentorship Monday for on LinkedIn. Ella Baker was
(27:14):
a pioneer. She was a woman who believed in leadership from
the middle out. She believed in middle out leadership
because I want you to start thinking about drawing inspiration from
middle out leadership. Ella Baker. She was a pivotal
figure in the civil rights movement. She really empowered everyday
individuals to collectively challenge and dismantle
(27:36):
systems of oppression, including sexism, racism and
classism. In nursing and in healthcare, we often
encounter challenges that test our resolve. And it's crucial to
remember that no external force can
diminish our intrinsic value or define who we are.
So I'm going to leave you with that until next time. Make sure that
(27:59):
you stay educated, stay inspired and stay empowered.
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