Episode Transcript
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Speaker 1 (00:01):
Welcome to k MET fourteen ninety am ABC News Radio
in the Southern California Business Report with Evettwalker, a show
dedicated to highlighting successful Southern California businesses and the people
behind them.
Speaker 2 (00:19):
Welcome and thank you for joining Southern California Business Report
on ABC News and Talks KMT fourteen ninety am, ninety
eight QUIT one FM and k m e T TV.
I'm Vettwalker live blasting our signal from the center of
Southern California, serving a population of.
Speaker 3 (00:34):
Over twenty five million.
Speaker 2 (00:35):
It is crystal clear and on demand by downloading the
free live streaming app on Google Play and the Apple
ap Store. As always, a huge shout out to the
team Mitch, Bill and Sean I love you guys, and
to our special advisory committee that can be found at
www dot scbr talk dot com forward Slash Advisory Committee.
(00:58):
Click on the link and learn about the incredible leaders
doing the work.
Speaker 3 (01:03):
And of course it is an absolute thrill and joy
to introduce.
Speaker 2 (01:07):
Leanne Logan, msn RN, who is an accomplished Chief Nursing
Officer with over twenty five years of experience in healthcare.
She holds a Master of Science in nursing, healthcare administration
and a Bachelor of Science in nursing from the University
of Phoenix. Currently, as the Chief Nursing Officer at San
Antonio Regional Hospital in Upland, Leanne oversees nursing operations and
(01:30):
clinical services. Her responsibilities include strategic planning, ensuring quality patient care,
and maintaining regulatory compliance. Previously, as Associate Chief Nursing Officer,
Leanne directed patient flow, improved care strategies, and developed nursing policies.
Leanne has also served as Nursing director of the Medical
(01:50):
Surgical Department and began her career as a staff RN
in medical surgical and oncology.
Speaker 3 (01:57):
A visionary leader.
Speaker 2 (01:59):
She fosters staff excellence and promotes the culture of safety,
making her valuable asset to the healthcare community. Leanne, thank
you for making the time to be with us today.
I know your work is just always keeping you busy,
especially in nursing.
Speaker 3 (02:16):
Thank you for having me.
Speaker 4 (02:17):
Yes, it is definitely a very, very busy and exciting
role that I have.
Speaker 2 (02:23):
Here, absolutely so, as everybody knows. One of my first
questions to my guest is to always ask what led
you to pursue a field in healthcare, especially to this
level of being now the vice president and the chief
nursing officer at San Antonio Regional Hospital.
Speaker 3 (02:41):
Yeah.
Speaker 4 (02:41):
So I don't have some exciting pivotal moment in my
life that brought me into nursing. But I think during
my high school years I knew that I wanted to
work in healthcare, and so as I got closer to graduation,
I really focused on nursing as the profession I wanted
to go into, and so I attended one of our
(03:01):
local community colleges here in the area and got my
associate's degree in nursing. And during that time I actually
was hired here at San Antonio as a nurse extern.
Speaker 3 (03:13):
So we had a.
Speaker 4 (03:14):
Program here that brought on students in their last semester
of nursing school. So I did that, and when I graduated,
I was fortunate enough to be offered a position here
on the medicarge on collegy unit, which I where I
did bedside nursing for about ten years and just fell
in love with it.
Speaker 3 (03:32):
And I remember people asking me like, what is your goal?
Speaker 4 (03:34):
What is your goal in nursing, And I'm thinking, this
is it, this is what I wanted to do this
is that was all and so I did that and
enjoyed it. And I was so fortunate to have so
many opportunities here at San Antonio to grow, and so
I was offered the clinical manager position on the same unit.
Speaker 3 (03:55):
I took that. I did that for about seven years,
and then I was.
Speaker 4 (03:59):
Able to move into the director role of the medical
surgical area and did that for several years, and then
opportunities continued to rise and I became the Associate Chief
Nursing Officer and now I've been in this role for
about two years.
Speaker 2 (04:15):
Well, congratulations, that's quite a journey and doing something you love, right,
because you were a nurse on the floor treating patients
and you're doing exactly what you loved.
Speaker 3 (04:26):
Right.
Speaker 2 (04:26):
So since the pandemic, a lot has changed in the
landscape of healthcare and the workforce when it comes to nurses.
Give us a little overview of what you have seen
over the past five years and where we are today.
Speaker 4 (04:41):
Okay, Yeah, So it definitely has had a shift. COVID
definitely transitioned a lot within healthcare. We did see a
lot of nursing leaving the field post.
Speaker 3 (04:54):
COVID, and so then that created quite a bit of
challenges in the healthcare industry.
Speaker 4 (05:00):
And then even with that, the shift of technology coming
into play and healthcare has made a significant difference, a
lot in a positive way, but creates challenges for the
nursing staff. And so I would say that's the biggest
shift that I've seen so far. You know, in the
nursing world, we definitely started having some nursing shortages and
(05:25):
across the country has been one of those challenges, right, But.
Speaker 3 (05:29):
I understand, you know, San Antonio takes great pride in having.
Speaker 2 (05:33):
Keeping retention of the nurses that they have and attracting
new ones. Talk about that retention rate throughout this process
that you've seen the past five years.
Speaker 4 (05:42):
Absolutely, So I think we really start well with our
clinical partnership with the colleges. We partner with multiple colleges
within the area to allow their students to come in
and do clinical rotations. And I know post COVID and
even during COVID, that was one of the biggest challenges
that schools were having was finding a facility that would
(06:03):
allow the clinical rotations. So I think that's really our
first start with it. And then we developed about a
year and a half ago a new program, which is
our transition into practice program where we hired a dedicated
nursing educator that would onboard all of our newly licensed nurses.
(06:24):
And so last year we put through about four different
programs of new nurses and we were very successful with
the program. We have a retention rate of ninety percent
of those new grad nurses through that new program that
we started. It's wonderful because the educator brings the group in,
(06:45):
spends the first two weeks with them in a classroom setting,
and goes over just basic skills, hospital policies the way
we do things here at San Antonio Hospital, and then
they get to move out to the department and we
partner them with a preceptor that then does all of
their clinical training with them. And so that could range
(07:06):
anywhere from a twelve week program to a sixteen week
program based on the department they're working in.
Speaker 2 (07:12):
Wow, and you have a ninety person student.
Speaker 3 (07:15):
Yes, So we're very proud of it. That is exciting.
Speaker 2 (07:19):
And so previously you mentioned how some of the shift
within nursing also brought into play technology.
Speaker 3 (07:27):
Give us an idea.
Speaker 2 (07:28):
Of what most people think nursing is or was, and
what it actually is today.
Speaker 3 (07:35):
So nursing is a lot.
Speaker 4 (07:36):
So nursing is it's not just that bedside care anymore.
I mean, yes, we are the one who is there
twelve hours a day with the patients, but it's also
about all of the technology behind the scenes just to
create a safe environment for the patient.
Speaker 3 (07:54):
So we transitioned from just you know, reading orders and.
Speaker 4 (07:58):
Passing medication to barcode scanning everything to make sure that
we create a safe environment and we're administering the right
medication to the patient. We have care connect phones where
it may look to the patient that we're on a
cell phone, but it actually gives us alert on some
of their vital signs lab work. We can connect and
(08:19):
text doctors, you know, with a safe way to communicate.
So a lot of technology plays into it. And then
nursing also plays a huge role in the transition of
care to home. So it's yes, we care for them here,
but we have to make sure they're prepared to take
care of themselves at home as well, and so nursing
(08:40):
plays a huge role in that.
Speaker 2 (08:42):
Right. That is really significant, right because technology, I can
imagine has streamlined a lot of the processes that once
took ours right or maybe in some cases days who knows,
I'm not in nursing, But how has that innovator and
technology streamline the patient care process in the hospital.
Speaker 3 (09:04):
Yeah, so it.
Speaker 4 (09:05):
Definitely helps us be more efficient with what we do.
It is no matter where you work, nursing is a
very busy, busy job, and so we want to be
able to be more at the bedside with the patient,
whether that be educating or just meeting their day to
day needs. So the technology has helped streamline the efficiency
(09:30):
so that we can do more for the patient in
a shorter time frame.
Speaker 3 (09:36):
That's remarkable.
Speaker 2 (09:37):
And so seeing as you've been in nursing for twenty
five years, what do you see is one of the
most significant challenges facing today's nurses and how do you
effectively address these issues to retain your skilled workforce.
Speaker 3 (09:53):
So overall, I think.
Speaker 4 (09:56):
Nursing has it's evolved, but the heart of it is
still the same, you know, and there's always the same challenges.
But I think within the last several years, the biggest
challenge that I have seen in nursing is nursing shortages
and nurse burnout.
Speaker 3 (10:17):
That is, it's very difficult.
Speaker 4 (10:20):
Like I said, post COVID, we saw a shift, and
so that shift opened up a lot.
Speaker 3 (10:25):
Of vacancies in nursing.
Speaker 4 (10:26):
But not only was healthcare affected by it, but the
schools the colleges were.
Speaker 3 (10:31):
Affected as well, so they.
Speaker 4 (10:33):
Really struggled with having enough faculty to teach the nurses.
So then that meant there were less nurses coming into
the program, hence the nursing shortage that we are struggling with.
I see that resolving, but it definitely has created an
impact on the organization. So here at San Antonio, we're
actively working really hard to.
Speaker 3 (10:55):
Fill all of those vacancies.
Speaker 4 (10:58):
We are a very busy hospital, so we have a
high census and we need to have the nursing.
Speaker 3 (11:02):
Staff available to care for the patients.
Speaker 4 (11:05):
We've done a lot of that through those new grad
programs that I mentioned, as well as filling a lot
of those vacancies with registry the travel contract nurses, so
that we have someone here to help us care for
the patients.
Speaker 2 (11:19):
Right, So you mentioned those schools that you work with,
Number one, what are the top schools that you work with?
I know you work with various dozens these schools to
feed that pipeline of nurses to the hospital. Who are
those schools and what are you hearing from the new
nurses in terms of coming into this profession post pandemic.
Speaker 3 (11:41):
What are you hearing as their why?
Speaker 4 (11:44):
Okay, So the schools that we work very closely with,
we have a couple community colleges.
Speaker 3 (11:50):
Chafee College and Mountsack are.
Speaker 4 (11:52):
Two of the most that we partner with as far
as community we also partner with AZUSA Pacific Western University,
cal Baptist.
Speaker 3 (12:04):
We have so many in the area that we partner with.
Speaker 4 (12:09):
West Coast is another one that we've actually developed a
cohort program with them. So they're nurses, A group of
them come in and they do all of their clinicals
through the organization, and then we have the opportunity to
interview them at the end of their schooling and so
talking with them, I think as long as they have
(12:30):
good clinical experience during the program, they're prepared for what
they see when they come in the door, and so
if they don't, we try to provide that for them
during their training here. I think one of the things
that we are seeing and I spoke about burnout, is
it's emotionally and.
Speaker 3 (12:51):
Physically challenging for the nurse.
Speaker 4 (12:54):
Today in nursing, and I think it's always been, but
we're working with a different workforce. And so now we're
working with a multi generational workforce where we have some
very experienced nurses and then we have some very new nurses,
and so we have to come to the table as
a team and figure out what that looks like for
everybody and what works best for all of us as
(13:17):
a team.
Speaker 3 (13:17):
And so that's what we're trying to do here.
Speaker 2 (13:20):
So I understand you have a transition into practice program
at sent into our regional hospital. Expand on that, because
when you talk about multi generational workforce and how that
all works together, what does this program do, right?
Speaker 4 (13:36):
So, this program really brings in those new nurses that
we hire, and we usually will have a group of
about thirty of them. We bring them in and they
might be hired in Medsurge, Telemetry, emergency department.
Speaker 3 (13:50):
We've started doing some specialty.
Speaker 4 (13:52):
Labor and delivery as well, and so we bring them in,
we partner them with our nurse educator who really then
kind of is their mom. She you know, really guides
them through the first several weeks, making sure that they
understand the organization, the expectations we train them on skills
(14:13):
equipment that we use here at the hospital, and then
we really focus on pairing that nurse up with the
best preceptor for them. So our preceptors are our experienced
nurses that then are going to take the new nurse
under their wing and really partner with them at the
bedside and teach them the workflow, the additional patient care,
(14:35):
any skills that they need to develop.
Speaker 3 (14:38):
That's what that partnership looks like. That sounds so encouraging.
Speaker 2 (14:43):
So if I were coming into a whole new career
to know that I'm going to have a one on
one person showing me the ropes, right, especially in this environment,
it's gotta really bring so much comfort and just a
reinforcement to know that you're working at a quality organiation
that really values excellence for their.
Speaker 3 (15:03):
Patients because of this program.
Speaker 2 (15:05):
What are you hearing from the nurses that are being
the moms and the.
Speaker 3 (15:10):
New nurses that are kind of enjoying this program?
Speaker 2 (15:13):
Really?
Speaker 4 (15:14):
Yeah, I'm glad you asked that, because it is really
important for us to develop that preceptor, that experience nurse
that is the one who's training. It can be an
overwhelming task at times because you are still having to
focus on that quality patient care that you want to provide,
but you also have someone next to you that you
(15:35):
need to make sure that you take the time for
and you teach them and.
Speaker 3 (15:39):
Show them the ropes.
Speaker 4 (15:40):
And so we also have developed a course for our preceptors,
so we have those multiple times throughout the year, and
we actually partnered with Western University. They received a grant
for a special preceptor training program that we sent all
of our educators to. So now we teach all of
our preceptor here at San Antonio through that course and
(16:03):
that really develops them because it's I might be an
excellent nurse, but someone might have to help me be
a great teacher or a great mentor. And that's a
really important aspect of that nurse development is giving them
the tools that they also need to be able to
teach the nick nurse. And then it helps because it
(16:25):
also is good for retention. It's helping that nurse, that
experience nurse grow a little bit more in maybe an
area where that might not have even been something they
would think about.
Speaker 2 (16:35):
Absolutely, So stepping into that leadership role, like you said,
being that mentor being that educator position, that's that's a.
Speaker 3 (16:42):
New skill to develop right and nurse. So do you
have incentive programs for these mentor nurses to take.
Speaker 2 (16:49):
On these leadership roles and bring up the next generation
of nurses.
Speaker 4 (16:54):
Yeah, so we do with the training that we give them.
We also they do have some monetary compensation as well
that we give them a you know, additional anytime that
they're precepting and then we bring them on because it's
really about engaging them as well. We're starting to bring
them on during some of the training so that they
(17:15):
can build a relationship.
Speaker 3 (17:16):
With the nurse before we.
Speaker 4 (17:18):
Send them out together onto the floor. Yeah, And it's
about putting the right personalities together. So if I've gone
through the program for a couple of weeks and someone
identifies that, oh, you know, Leanne could really benefit from
someone that's really good in time management, so we'll we'll
select the appropriate preceptor for that new grad and sometimes
(17:40):
we have to change them out from time to time.
But it's really important to partner.
Speaker 2 (17:46):
Well, I can imagine right, like you said, having that
concierge touch right and pairing up the right mentor with
the mentee.
Speaker 3 (17:56):
In what ways do.
Speaker 2 (17:57):
You think incentivizing experienced nurses mentor new ones can cultivate
leadership and support within.
Speaker 3 (18:04):
The nursing environment. And how does that feed into the culture. Well,
I think it's it's about selecting the right person.
Speaker 4 (18:11):
Not everybody is the right person to be a precept or,
not everybody wants to be the teacher. But what I
try to encourage and I tell everybody is they are
who we help them be. So if we expect certain
things from the new nurses that we're bringing in, then
it takes us to help develop them and teach them
(18:33):
and mentor them.
Speaker 3 (18:34):
So I think that and I feel that that's.
Speaker 4 (18:36):
The culture we have here at the hospital. I always say,
if they're going to be the ones caring for my
loved one, then we want to teach them how that
should look like, you know. And so I really feel
that that's the culture we've developed here.
Speaker 3 (18:51):
We have a really good partnership.
Speaker 2 (18:53):
Absolutely, And so with that said, I'm really thrilled. Do
you anticipate a point where you will be staffed in
a way where nurses won't experience, you know, that burnout
given the fact that it has been such a crunch
since COVID and you guys, I know understand, are making
you know, catching up and making up ground for them.
Speaker 3 (19:14):
Yes, we're definitely making stride in that area.
Speaker 4 (19:18):
They'll always be turnover in nursing, and some of that
is a good thing because you want to see a
nurse develop.
Speaker 3 (19:24):
So they might start.
Speaker 4 (19:25):
In one area and that might be just their starting
point and then they're going to develop their education and
they're going to grow, and so we want to encourage that.
But then that's why we always have to have that
new grad that transition into practice program continuing so that
we're bringing in the new ones to replace those who
move up. And so I think I think we're we're
(19:49):
very close to seeing that that area be filled with
the right nurses and then hopefully the support that the
nurses need at the bedside will decrease that burnout. But
I don't think it's all just the vacancy rate or
(20:11):
you know, Yes, we have to allocate the resources the
right way, but it's also about making sure that the
nurse knows how to take care of herself or his self.
It's very important that we have to reflect on our
own well being because it is very difficult to constantly
be a caregiver right.
Speaker 2 (20:30):
Exactly, which brings us to the next point because as
the caregiver you know, on the floor to various patients
day in and day out, you know, like you mentioned,
burnout and mental health and emotional wellbeing can all come
into the picture. What programs do you have in place
to kind of leave that to ease that pressure on the.
Speaker 3 (20:50):
Caregivers and nurses in this case. Yeah, So it's a
nice program because we do it for all care team members.
Speaker 4 (20:57):
We have a Here for You program which we just
developed over the last couple of years, and that is
a peer to peer support group. So we sent off
multiple care team members to get trained on how to
really be an empathetic peer supporter, and so that program
is really successful. It starts where I might just be
(21:20):
working with you, EVET and see that you're having a
tough day, and I.
Speaker 3 (21:23):
Can call in to our Here for You program and
just let them.
Speaker 4 (21:27):
Know that I think ev might benefit from a phone
call from one of our Here for You coordinators, or
to in a more extreme, you know, situation where we
might have a patient code that day and it's really
(21:48):
tough on the nurse, and so we make sure someone
comes up in the moment to make sure the nurse.
Speaker 3 (21:53):
Is okay, and that they can step away.
Speaker 4 (21:56):
We have someone step in and take over for them
until they're okay to come back. Wow.
Speaker 3 (22:01):
Yeah.
Speaker 4 (22:02):
And then on top of that, we have another program
that is called our Here for You Program or Sorry
for Your Health program, and that really focuses on mindfulness,
emotional well being and.
Speaker 3 (22:16):
Also physical fitness.
Speaker 4 (22:18):
And so we have a coordinator who will coordinate all
kinds of events. I was just reading one today before
I came in and it's called I think it was
for August your August Hero, and it's about being your
own hero and really taking care of yourself. And so
they'll throw out challenges throughout the month that the care
(22:38):
team members can take.
Speaker 3 (22:39):
A part of and it's such an excellent event.
Speaker 4 (22:42):
And then they'll do they'll put together hikes that all
of it anyone in the hospital can join. Or we
have yoga sessions here. Sometimes they just do a meditation session.
So it is just throughout the organization we focus on
stress management and so we really really want to hone
(23:03):
in on the care team member taking care of themselves.
We can only do so much, but it's important that
we provide them the avenues where that they can take
care of themselves as well.
Speaker 2 (23:13):
Absolutely, and that's so important as a caretaker to have
those resources, not support, to care for yourself, right.
Speaker 3 (23:20):
Yes.
Speaker 2 (23:20):
And the analogy I always love to use is on
the airplane, right when we are in their plane, to say,
if in the case of emergency, if you need to
help somebody, make sure you're taking care of first, put
the mask on yourself, make sure you can breathe, and
then you're able to help others.
Speaker 3 (23:34):
So I love that integrated program.
Speaker 5 (23:36):
Yeah.
Speaker 4 (23:36):
One of our educators, her big saying is she will
always ask the nurse, how are you filling your cup?
Speaker 3 (23:43):
Because that's really important. That's right though.
Speaker 2 (23:46):
Yeah, we have to everybody, any caretaker, especially a nurse
that does a day in dale, has to replenish their cup,
has to take stock and take time to breathe, you know,
and lean on those resources that are readily available, which,
by the way, thank you for creating those programs to
create that support in just that oasis for nurses to
(24:07):
feel like, oh my gosh, I'm heard and I'm cared
for as well.
Speaker 3 (24:11):
And I have great support here at San Antonio. It's
really good the organization.
Speaker 4 (24:15):
I'm fortunate to work here because they do have the
care team member at heart, and they really want to
do what's best for everybody exactly.
Speaker 3 (24:24):
So we are heading on a break everybody.
Speaker 2 (24:26):
Evett Walker with ABC News and Talks Sona California business
support Here with Leanne Logan, who stands as a beacon
of leadership and innovation. With over twenty five years of
dedicated service in nursing and administration, she currently fulfills her
role as Chief Nursing Officer at San Antonio Regional Hospital.
Her visionary approach inspires a culture of safety, accountability, and
(24:48):
unwavering dedication to quality care.
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Welcome back everyone you'vet walker with ABC News and Talk
Southern California Business Report Here with Leanne Logan, whose stands
as a beacon of leadership and innovation. With over twenty
five years of dedicated service in nursing administration, she currently
fulfills her a role as Chief Nursing Officer at San
Antonio Regional Hospital. Her visionary approach inspires a culture of safety, accountability,
(28:35):
and unwavering dedication to the quality of care.
Speaker 3 (28:38):
That patients here received. Thank you so much for making
the time to share your work and your vision with
our audience today. Absolutely thank you for having me perfect.
Speaker 2 (28:47):
So prior to the conversation, we talked about various programs
that are unique to San Antonio Regional Hospital to develop
the next generation of nurses and workforce development efforts, as
well as internal programs aimed at supporting the well being emotional,
physical wellbeing of nurses that can be strained during these
(29:09):
times when they are overloaded with patients. And now I
would like to kind of focus on the patient care
aspect and what that excellent care looks like by the
nurses to the patients on the floor.
Speaker 4 (29:24):
So I think the best way to describe that is,
you know, we say that we really focus on making
it a patient centered care, so care will look different
across the board for all patients, but we want to
make sure that it is high quality, that it is
always safe for the patient and the care team member,
(29:46):
and so we really to do that, we have to
partner with the patient and sometimes the family to really
meet the goals across the board.
Speaker 5 (29:55):
Right, So when you talk about that, let's look at
the dynamic of internal programs that are also unique to
San Antonio Regional Hospital that assist.
Speaker 2 (30:06):
With that streamline process. What are some of those internal
programs that streamline that hospital.
Speaker 3 (30:15):
To home dynamic.
Speaker 4 (30:18):
So we have developed are what we it's called a
meds to beds program. So we have an outpatient pharmacy
here on site where at discharge, the physicians will prescribe
the medications that the patient will go home with, our
pharmacy here will fill them and then a pharmacy technician
will bring the meds straight to the bedside deliver those
(30:40):
So that helps that patient and family not have to
go to that pharmacy on their way home or.
Speaker 3 (30:46):
Make sure that they have the medications.
Speaker 4 (30:48):
We're providing it here at the hospital at their bedside,
and then there is a pharmacist available to consult to
go over any of the new medications that the patient
might have a question for. We also have a our
Care for You clinic, which is for the patients that
are being discharged from the hospital. We will schedule an
(31:10):
appointment for them within seven days so that they are
discharged to home get to see a physician.
Speaker 3 (31:16):
Within seven days.
Speaker 4 (31:17):
Because often, and we all know this, we provide so
much education to a patient here while they're in the
hospital and discharge instructions, and then you get home and
you realize, oh, I forgot to ask this question, or
I didn't understand what they said about this other topic.
And so that appointment with that physician allows them to
(31:41):
clear up any miscommunication that we may have had and
make sure that they understood the discharge instructions, that they
received all of the medication.
Speaker 3 (31:50):
And they understood how to take it.
Speaker 4 (31:52):
And so it really helps that additional piece of treating
the patient and making sure that that doesn't and then
back up in the hospital or in the emergency room
because they didn't.
Speaker 3 (32:05):
Understand something right.
Speaker 2 (32:06):
So, what have those two programs done for the readmission rates?
It's yeah, decreased it significantly.
Speaker 4 (32:13):
We really focus on a few diagnoses, so pneumonia, art failure,
and COPDS, which.
Speaker 3 (32:20):
Is chronic obstructive pulmonary disease.
Speaker 4 (32:23):
Those three are the main focus that we look at
because we saw that those were the ones that we
had the higher readmission rates, and so we put a
lot together for those programs to make sure that we
are needing all of those needs on those patients, and
we've seen those readmission rates decrease significantly.
Speaker 2 (32:42):
What are you hearing from your patients, because this is unique,
this is not standard practice for healthcare hospitals and press
the board. This is unique San Antonio Regional Hospital. What
do the patients say when they're seeing that they have
all this proactive support.
Speaker 3 (32:56):
They love it. It's really nice.
Speaker 4 (32:58):
I mean, you have some of those patients who have
already have everything arranged at their own pharmacy and want
to stick to that. But for the most part, when
we tell them what it does and how we can
offer it straight to their bedside.
Speaker 3 (33:12):
They're so happy.
Speaker 4 (33:13):
And we've seen had said such good feedback from the
patients regarding their follow up appointments at the Care for
You clinic.
Speaker 3 (33:22):
And so it's nothing but positive. I can imagine that
not only for the patient, but for the nurses as well.
Speaker 2 (33:28):
Right when you talk about the burnout, the emotional, the stress,
I would imagine that seeing patients that are readmitted frequently
without these type of services available could be very stressful.
Speaker 3 (33:41):
What does that do for the well being in health
of the nurse?
Speaker 2 (33:44):
Right, Seeing that their patients are being cared for, The
readmission rates are very low, so they know that they're
making an impact. They're sending their patients out healthy, happy
and whole with all the resources they need to continue.
That is what do you hear about that interns of
how that makes the nurses feel, it's excellent.
Speaker 4 (34:04):
Yeah, there's nothing worse than being a nurse and feeling
like maybe you didn't provide enough education or maybe.
Speaker 3 (34:10):
They missed something.
Speaker 4 (34:12):
And so it's all about transparency for us as the organization,
we do the nurses do all this work, and so
it's really important that we share all of that with them,
the data, the outcomes, and so I think the organization
is really good at that, and so it's it's excellent.
Speaker 3 (34:31):
You know, we teach. Our goal of nursing is to
teach patients.
Speaker 4 (34:36):
Yes, we care for them, but the main thing that
we always talk about is we begin education on the
day they're admitted, and we start discharge planning on the
day they're admitted.
Speaker 3 (34:48):
And that seems kind of odd, but it really takes that.
Speaker 4 (34:52):
It really takes us having that patient here, the nurse
at the bedside explaining the diagnosis, what to expect while you.
Speaker 3 (35:00):
Or here, what medications you'll be receiving.
Speaker 4 (35:03):
And then they and the more we teach them here
at the bedside, the more they're going to retain when
they're at home.
Speaker 3 (35:11):
And so it's just a win all the way around,
I can imagine, and you're absolutely right.
Speaker 2 (35:16):
Everything boils down to education, communication, making sure that everybody's
on the same page.
Speaker 3 (35:21):
So leanne talk about.
Speaker 2 (35:24):
Nursing excellence in that sense and what investments are being
made or need to be made in ongoing training and
professional development of nurses.
Speaker 4 (35:34):
So the hospital is really good at providing. We have
a lot of incentives. We do tuition and loan reinforsement
here at San Antonio Hospital, which is great because any
nurse that even starts out as an associate's degree level
may want to go on to get their bachelor's and
then you have those that start as a bachelor prepared
(35:55):
nurse and want to get their masters. So that's a
really good incentive that we have. We also do what
we call our certification bonus. So there are specialties in
pretty much every area in nursing where a nurse, after
so many years of practice can sit to take a
board test certified.
Speaker 3 (36:13):
Test to be have a specialty in their area.
Speaker 4 (36:17):
So whether it be med surge and eed ers, a
critical care nurse, there is specialty in all those areas,
and then the hospital provides a certification bonus annually to
those nurses who obtain that certification.
Speaker 3 (36:31):
And then in addition to that, we are starting to
really focus on leadership development.
Speaker 4 (36:37):
I think the key to nurseer retention is having excellent
nurse leaders and so from the supervisor manager all the
way up to the executive level, the hospital is developing
a leadership academy and so that's going to be wonderful
to put those tools in their hands to really go
(36:58):
out and support the nurse verses and make a difference.
Speaker 3 (37:03):
I think I could go on and on. We do
so much here.
Speaker 4 (37:07):
We have like education modules that the nurses can use
to get their continuing education units. So every nurse is
required to have thirty units every two years to renew
their license, and so the hospital offers a program for
that as well.
Speaker 2 (37:23):
That is remarkable. I think it's great that there is
an organization. I sent it to our regional hospital. It's
so dedicated to providing those resources to their nursing staff
for economic mobility and leadership mobility, giving them the platform
to really grow and blossom as a healthcare provider. What
do you hear from the nurses that are taking advantage
(37:45):
of these incentive programs for having their tuition covered to advance.
Speaker 3 (37:49):
Oh they're so happy about it.
Speaker 4 (37:51):
You know, nursing school isn't cheap, and so it's one
of those things where's you're happy you have your profession
and now you have those student loans. So it's really
really a great incentive. I really promote the certification because
each of us have our own specialty in nursing, and
so one area might think, oh, I this is my specialty,
(38:15):
but every department has a specialty, and so I really
encourage the nurse to say, hey, I am I do
feel that I am the expert in this area, and
so I encourage them to sit for that test and
get that certification because you've done that on your own,
you know, And so I think that's a wonderful thing.
Speaker 3 (38:34):
Absolutely. So in your mind, Leanne, what makes a good nurse?
So I think a nurse has.
Speaker 4 (38:43):
To be empathetic. I know this is cliche, but nursing
is a calling. It isn't for everybody. I think you
really have to be empathetic.
Speaker 3 (38:57):
You have to have good.
Speaker 4 (38:59):
Clinical thinking skills and judgment, you need to be flexible,
and you have to be able to communicate.
Speaker 3 (39:06):
Well.
Speaker 4 (39:08):
It's so important and I see that day in and
day out where things fall through the cracks is in
communication or lack thereof, and so that is I think
one of the biggest skills. But I think it is
just really about being able to put yourself in the
shoe of the patient and their family because it is
(39:29):
very difficult. And so sometimes you know, you might have
a difficult patient and you have to realize that that
isn't personal to you. It is that patient or that
family trying to cope with what they're going.
Speaker 2 (39:41):
Through, right absolutely, and you know the nurses really, like
you said, helping that family go through sometimes their worst moments,
right and guiding them through I can imagine like.
Speaker 3 (39:52):
Like the Guardian Angel almost.
Speaker 2 (39:53):
So it's very self sacrificing in that aspect where you
have to put yourself in their shoes. And I love
all of the supports and the strategies that you have implemented.
But in addition to that, do flexible work arrangements help
mitigate some of that strain on nurses today?
Speaker 4 (40:12):
Yes, and so most of our nurses are twelve hour employees.
We have a few departments that are eight, but we
do do self scheduling, which means we allow our nurses
to select the schedules that.
Speaker 3 (40:24):
They would like. Obviously, we have like core needs that we.
Speaker 4 (40:29):
Have to meet, and so the managers have to oversee
to make sure that those.
Speaker 3 (40:34):
Needs are being met.
Speaker 4 (40:35):
But we do and we also even offer out the
ability to split shifts if need be, they can switch
amongst themselves to cover their shifts. So we have to
do a lot of that. And what I've also seen
is a lot of nurses going from full time to
part time, so and a lot of that is just
because they're young moms and they want to be home,
(40:55):
you know, raising their babies. But they also love their
career and want to be a part of that too,
So it's it's definitely an important aspect of it.
Speaker 7 (41:04):
Well.
Speaker 2 (41:04):
I love the flexibility, especially when you mentioned becoming a mom, right,
because when you love your career and you love your children,
if you can find a way right both, you are great.
Speaker 3 (41:13):
You're golden right, Yes, absolutely, so this is all very exciting.
Speaker 2 (41:19):
You know, opportunities and just programs with then sent into
a regional hospital. Are you engaged in active community engagement
to put the word out about these programs at the
hospital to you know, secure more nurses.
Speaker 3 (41:33):
In addition to your work with the universities.
Speaker 4 (41:36):
Yeah, definitely, we do some community programs that we partner
in the We go to the schools and have lectures
with them, and then we also just for our community
in general, we have an excellent community outreach program.
Speaker 3 (41:55):
We have support groups.
Speaker 4 (41:56):
We have a ship program that focuses on the chronically
ill patients that we see often and we help them
manage that chronic illness from home. And so yeah, we
we have a lot of different programs that is very exciting.
Speaker 2 (42:15):
So for anybody that's listening right now, what would you
say to those that are exploring nursing? And I also
want to bring up another point because nursing is not
necessarily a women's only career. I'm seeing nursing evolved. There's
been a lot of male nurses. Please speak to that,
(42:37):
and then also share what you would tell anybody that
is considering a career in nursing or healthcare.
Speaker 4 (42:45):
Okay, I, as you mentioned, it is definitely not a
female profession. We have a wife, we have male female
across the board all departments.
Speaker 3 (42:56):
As I mentioned, it's not for everyone.
Speaker 4 (42:59):
It is a challenging profession, but it is such a
rewarding profession. I always say that it's not just about
saving lives. Sometimes we have to be there for the
patient at the end of life, and it is being
there for them and being there for their family and
maintaining their dignity and being.
Speaker 3 (43:20):
Respectful to that piece of life as well.
Speaker 4 (43:23):
And so I would say, you have to be prepared
to work hard, and you have to be able to
adapt to.
Speaker 3 (43:31):
Change and challenge.
Speaker 4 (43:34):
But you will always be a part of making a
difference in someone's life, no matter what end, the beginning
of life or the end of life. It is an
honor and a privilege to be there. And so I
just think that it has been such a rewarding profession
for me. Both of my daughters chose to go into nursing,
(43:56):
and I always kind of wondered, I'm like, is it
I pushed that on them? But when I asked them,
you know, they just said, you loved your job.
Speaker 3 (44:05):
That was it. You loved your job. I didn't really
complain about going to work.
Speaker 4 (44:09):
And so that's what really brought them into the profession.
Speaker 3 (44:12):
And they both love it as well. Oh my goodness,
that's wonderful.
Speaker 2 (44:16):
And so, with any long standing career twenty five years,
can you point to a moment in your career where
it's either a full circle moment or it's a moment
in time where you can say, Wow, I feel like
I'm really making a difference and I'm so glad that
I came into this field.
Speaker 3 (44:37):
I don't know if there's one pivotal moment. As I've mentioned,
I loved every.
Speaker 4 (44:44):
Aspect of the career, from the bedside to stepping into
that clinical manager role where you still had a really
strong connection to patient care, but you were also able
to make a difference for the nurse.
Speaker 3 (45:00):
And then I.
Speaker 4 (45:00):
Really think me the most impact that I think I've
felt is stepping into the chief nursing officer role, because
you really are in this role accountable for all of
nursing and so it was a moment where I realized
I had to broaden my knowledge. But then I also
had the ability to be the advocate for the nurse
(45:22):
at the executive level, and I work with an executive
team who they listen, and so I really feel like
my voice is heard and I think that I am
able to make.
Speaker 3 (45:34):
A difference for the nurses today. I love that.
Speaker 2 (45:37):
And so what are your goals and your vision for
the next year, five years? What does your plan look
like for nursing at sent into a regional Hospital.
Speaker 4 (45:48):
I My biggest goal is to continue to work on
developing a very healthy nursing workforce, and that means everything,
meaning filling those vacancy spots and really looking at the
well being of the nurse and what do we as
an organization need to provide in addition to what we
(46:10):
already do to help them be the best they can be.
Because if we can do that, the patients will receive
excellent care.
Speaker 3 (46:19):
That is so exciting, So Leanne, can you also give an.
Speaker 2 (46:22):
Invitation to anyone that's listening that is exploring a career
in healthcare? Is there a place they can go online
to go visit any openings whether it's clinical or non
clinical at San Antonio Regional Hospital.
Speaker 3 (46:34):
Yes, you can go on our website.
Speaker 4 (46:36):
It's sa RH dot org and go under a tab
call it's listed careers and it has all of our job.
Speaker 3 (46:43):
Postings are listed there.
Speaker 4 (46:45):
And I would just say to anybody who is interested
in nursing, seek it out. There are multiple different avenues
you can go to. As I mentioned, you can do
an associate degree process and go to your masters. You
can even have a bachelors in a different area and
(47:06):
go straight into.
Speaker 3 (47:06):
A master's in nursing. So there's so many opportunities out there,
so I would just.
Speaker 4 (47:12):
Say it, pursue it. It is a great profession and
you will never regret the.
Speaker 3 (47:17):
Choice right and talk about job security right. Healthcare absolutely absolutely.
Speaker 4 (47:23):
And there is so many paths that you can go
down as a nurse, even if it's not in the
acute care setting.
Speaker 3 (47:29):
There are so many other avenues that are offered out there.
Speaker 2 (47:32):
Absolutely, And when you hear about the Federal Bureau of
Labor and Statistics talking about an expected projected growth of
nearly fourteen percent in the field of medicine, there's going
to be tremendous opportunities and ongoing opportunity. Yes, yes, So
for everybody listening, if you've ever thought about a career
in healthcare, now's the time to check it out. Absolutely well, Yeanne,
(47:56):
thank you so much for your time, for your dedication,
and for your leaders in providing the best possible care
and outcomes to the patients and for the nurses at
Senatonal Regional Hospital.
Speaker 3 (48:07):
Thank you, a betten, Thank you so much for having me.
I really enjoyed this.
Speaker 2 (48:10):
Thank you so much Leanne. All right, everybody listening, don't
forget to find us on Facebook, YouTube, LinkedIn, and Instagram.
Don't miss my conversation with Aquanetta Warren, a pioneering four
term mayor of Fontana, California. First elected in twenty ten
as the city's first woman and first African American mayor,
she has become one of the nation's most influential municipal leaders,
(48:33):
driving Fontana's transformation into a vibrant pub of innovation and equity.
As well as mister Philip Burham, who is the Deputy
City Manager of Fontana, California, where he leaves the Development
Services Organization encompassing planning, building in safety, public works and engineering,
and housing and homeless services. Next week we will have
(48:54):
Michael Burroughs, CEO of San Bornandino International Airport, which was
formed in nineteen ninety two. The sanm Berdancino International Airport
Authority is a regional joint powers authority created by and
through state legislation to serve as the owner, developer, and
operator of the aeronautical portions of the former Norton Air
Force Base now known as the San Bordanzino International Airport.
Speaker 3 (49:17):
We will see you all next week. You do not
want to miss it.
Welcome to k MET fourteen ninety am ABC News Radio
in the Southern California Business Report with Evettwalker, a show
dedicated to highlighting successful Southern California businesses and the people
behind them.
Speaker 2 (00:19):
Welcome and thank you for joining Southern California Business Report
on ABC News and Talks KMT fourteen ninety am, ninety
eight QUIT one FM and k m e T TV.
I'm Vettwalker live blasting our signal from the center of
Southern California, serving a population of.
Speaker 3 (00:34):
Over twenty five million.
Speaker 2 (00:35):
It is crystal clear and on demand by downloading the
free live streaming app on Google Play and the Apple
ap Store. As always, a huge shout out to the
team Mitch, Bill and Sean I love you guys, and
to our special advisory committee that can be found at
www dot scbr talk dot com forward Slash Advisory Committee.
(00:58):
Click on the link and learn about the incredible leaders
doing the work.
Speaker 3 (01:03):
And of course it is an absolute thrill and joy
to introduce.
Speaker 2 (01:07):
Leanne Logan, msn RN, who is an accomplished Chief Nursing
Officer with over twenty five years of experience in healthcare.
She holds a Master of Science in nursing, healthcare administration
and a Bachelor of Science in nursing from the University
of Phoenix. Currently, as the Chief Nursing Officer at San
Antonio Regional Hospital in Upland, Leanne oversees nursing operations and
(01:30):
clinical services. Her responsibilities include strategic planning, ensuring quality patient care,
and maintaining regulatory compliance. Previously, as Associate Chief Nursing Officer,
Leanne directed patient flow, improved care strategies, and developed nursing policies.
Leanne has also served as Nursing director of the Medical
(01:50):
Surgical Department and began her career as a staff RN
in medical surgical and oncology.
Speaker 3 (01:57):
A visionary leader.
Speaker 2 (01:59):
She fosters staff excellence and promotes the culture of safety,
making her valuable asset to the healthcare community. Leanne, thank
you for making the time to be with us today.
I know your work is just always keeping you busy,
especially in nursing.
Speaker 3 (02:16):
Thank you for having me.
Speaker 4 (02:17):
Yes, it is definitely a very, very busy and exciting
role that I have.
Speaker 2 (02:23):
Here, absolutely so, as everybody knows. One of my first
questions to my guest is to always ask what led
you to pursue a field in healthcare, especially to this
level of being now the vice president and the chief
nursing officer at San Antonio Regional Hospital.
Speaker 3 (02:41):
Yeah.
Speaker 4 (02:41):
So I don't have some exciting pivotal moment in my
life that brought me into nursing. But I think during
my high school years I knew that I wanted to
work in healthcare, and so as I got closer to graduation,
I really focused on nursing as the profession I wanted
to go into, and so I attended one of our
(03:01):
local community colleges here in the area and got my
associate's degree in nursing. And during that time I actually
was hired here at San Antonio as a nurse extern.
Speaker 3 (03:13):
So we had a.
Speaker 4 (03:14):
Program here that brought on students in their last semester
of nursing school. So I did that, and when I graduated,
I was fortunate enough to be offered a position here
on the medicarge on collegy unit, which I where I
did bedside nursing for about ten years and just fell
in love with it.
Speaker 3 (03:32):
And I remember people asking me like, what is your goal?
Speaker 4 (03:34):
What is your goal in nursing, And I'm thinking, this
is it, this is what I wanted to do this
is that was all and so I did that and
enjoyed it. And I was so fortunate to have so
many opportunities here at San Antonio to grow, and so
I was offered the clinical manager position on the same unit.
Speaker 3 (03:55):
I took that. I did that for about seven years,
and then I was.
Speaker 4 (03:59):
Able to move into the director role of the medical
surgical area and did that for several years, and then
opportunities continued to rise and I became the Associate Chief
Nursing Officer and now I've been in this role for
about two years.
Speaker 2 (04:15):
Well, congratulations, that's quite a journey and doing something you love, right,
because you were a nurse on the floor treating patients
and you're doing exactly what you loved.
Speaker 3 (04:26):
Right.
Speaker 2 (04:26):
So since the pandemic, a lot has changed in the
landscape of healthcare and the workforce when it comes to nurses.
Give us a little overview of what you have seen
over the past five years and where we are today.
Speaker 4 (04:41):
Okay, Yeah, So it definitely has had a shift. COVID
definitely transitioned a lot within healthcare. We did see a
lot of nursing leaving the field post.
Speaker 3 (04:54):
COVID, and so then that created quite a bit of
challenges in the healthcare industry.
Speaker 4 (05:00):
And then even with that, the shift of technology coming
into play and healthcare has made a significant difference, a
lot in a positive way, but creates challenges for the
nursing staff. And so I would say that's the biggest
shift that I've seen so far. You know, in the
nursing world, we definitely started having some nursing shortages and
(05:25):
across the country has been one of those challenges, right, But.
Speaker 3 (05:29):
I understand, you know, San Antonio takes great pride in having.
Speaker 2 (05:33):
Keeping retention of the nurses that they have and attracting
new ones. Talk about that retention rate throughout this process
that you've seen the past five years.
Speaker 4 (05:42):
Absolutely, So I think we really start well with our
clinical partnership with the colleges. We partner with multiple colleges
within the area to allow their students to come in
and do clinical rotations. And I know post COVID and
even during COVID, that was one of the biggest challenges
that schools were having was finding a facility that would
(06:03):
allow the clinical rotations. So I think that's really our
first start with it. And then we developed about a
year and a half ago a new program, which is
our transition into practice program where we hired a dedicated
nursing educator that would onboard all of our newly licensed nurses.
(06:24):
And so last year we put through about four different
programs of new nurses and we were very successful with
the program. We have a retention rate of ninety percent
of those new grad nurses through that new program that
we started. It's wonderful because the educator brings the group in,
(06:45):
spends the first two weeks with them in a classroom setting,
and goes over just basic skills, hospital policies the way
we do things here at San Antonio Hospital, and then
they get to move out to the department and we
partner them with a preceptor that then does all of
their clinical training with them. And so that could range
(07:06):
anywhere from a twelve week program to a sixteen week
program based on the department they're working in.
Speaker 2 (07:12):
Wow, and you have a ninety person student.
Speaker 3 (07:15):
Yes, So we're very proud of it. That is exciting.
Speaker 2 (07:19):
And so previously you mentioned how some of the shift
within nursing also brought into play technology.
Speaker 3 (07:27):
Give us an idea.
Speaker 2 (07:28):
Of what most people think nursing is or was, and
what it actually is today.
Speaker 3 (07:35):
So nursing is a lot.
Speaker 4 (07:36):
So nursing is it's not just that bedside care anymore.
I mean, yes, we are the one who is there
twelve hours a day with the patients, but it's also
about all of the technology behind the scenes just to
create a safe environment for the patient.
Speaker 3 (07:54):
So we transitioned from just you know, reading orders and.
Speaker 4 (07:58):
Passing medication to barcode scanning everything to make sure that
we create a safe environment and we're administering the right
medication to the patient. We have care connect phones where
it may look to the patient that we're on a
cell phone, but it actually gives us alert on some
of their vital signs lab work. We can connect and
(08:19):
text doctors, you know, with a safe way to communicate.
So a lot of technology plays into it. And then
nursing also plays a huge role in the transition of
care to home. So it's yes, we care for them here,
but we have to make sure they're prepared to take
care of themselves at home as well, and so nursing
(08:40):
plays a huge role in that.
Speaker 2 (08:42):
Right. That is really significant, right because technology, I can
imagine has streamlined a lot of the processes that once
took ours right or maybe in some cases days who knows,
I'm not in nursing, But how has that innovator and
technology streamline the patient care process in the hospital.
Speaker 3 (09:04):
Yeah, so it.
Speaker 4 (09:05):
Definitely helps us be more efficient with what we do.
It is no matter where you work, nursing is a
very busy, busy job, and so we want to be
able to be more at the bedside with the patient,
whether that be educating or just meeting their day to
day needs. So the technology has helped streamline the efficiency
(09:30):
so that we can do more for the patient in
a shorter time frame.
Speaker 3 (09:36):
That's remarkable.
Speaker 2 (09:37):
And so seeing as you've been in nursing for twenty
five years, what do you see is one of the
most significant challenges facing today's nurses and how do you
effectively address these issues to retain your skilled workforce.
Speaker 3 (09:53):
So overall, I think.
Speaker 4 (09:56):
Nursing has it's evolved, but the heart of it is
still the same, you know, and there's always the same challenges.
But I think within the last several years, the biggest
challenge that I have seen in nursing is nursing shortages
and nurse burnout.
Speaker 3 (10:17):
That is, it's very difficult.
Speaker 4 (10:20):
Like I said, post COVID, we saw a shift, and
so that shift opened up a lot.
Speaker 3 (10:25):
Of vacancies in nursing.
Speaker 4 (10:26):
But not only was healthcare affected by it, but the
schools the colleges were.
Speaker 3 (10:31):
Affected as well, so they.
Speaker 4 (10:33):
Really struggled with having enough faculty to teach the nurses.
So then that meant there were less nurses coming into
the program, hence the nursing shortage that we are struggling with.
I see that resolving, but it definitely has created an
impact on the organization. So here at San Antonio, we're
actively working really hard to.
Speaker 3 (10:55):
Fill all of those vacancies.
Speaker 4 (10:58):
We are a very busy hospital, so we have a
high census and we need to have the nursing.
Speaker 3 (11:02):
Staff available to care for the patients.
Speaker 4 (11:05):
We've done a lot of that through those new grad
programs that I mentioned, as well as filling a lot
of those vacancies with registry the travel contract nurses, so
that we have someone here to help us care for
the patients.
Speaker 2 (11:19):
Right, So you mentioned those schools that you work with,
Number one, what are the top schools that you work with?
I know you work with various dozens these schools to
feed that pipeline of nurses to the hospital. Who are
those schools and what are you hearing from the new
nurses in terms of coming into this profession post pandemic.
Speaker 3 (11:41):
What are you hearing as their why?
Speaker 4 (11:44):
Okay, So the schools that we work very closely with,
we have a couple community colleges.
Speaker 3 (11:50):
Chafee College and Mountsack are.
Speaker 4 (11:52):
Two of the most that we partner with as far
as community we also partner with AZUSA Pacific Western University,
cal Baptist.
Speaker 3 (12:04):
We have so many in the area that we partner with.
Speaker 4 (12:09):
West Coast is another one that we've actually developed a
cohort program with them. So they're nurses, A group of
them come in and they do all of their clinicals
through the organization, and then we have the opportunity to
interview them at the end of their schooling and so
talking with them, I think as long as they have
(12:30):
good clinical experience during the program, they're prepared for what
they see when they come in the door, and so
if they don't, we try to provide that for them
during their training here. I think one of the things
that we are seeing and I spoke about burnout, is
it's emotionally and.
Speaker 3 (12:51):
Physically challenging for the nurse.
Speaker 4 (12:54):
Today in nursing, and I think it's always been, but
we're working with a different workforce. And so now we're
working with a multi generational workforce where we have some
very experienced nurses and then we have some very new nurses,
and so we have to come to the table as
a team and figure out what that looks like for
everybody and what works best for all of us as
(13:17):
a team.
Speaker 3 (13:17):
And so that's what we're trying to do here.
Speaker 2 (13:20):
So I understand you have a transition into practice program
at sent into our regional hospital. Expand on that, because
when you talk about multi generational workforce and how that
all works together, what does this program do, right?
Speaker 4 (13:36):
So, this program really brings in those new nurses that
we hire, and we usually will have a group of
about thirty of them. We bring them in and they
might be hired in Medsurge, Telemetry, emergency department.
Speaker 3 (13:50):
We've started doing some specialty.
Speaker 4 (13:52):
Labor and delivery as well, and so we bring them in,
we partner them with our nurse educator who really then
kind of is their mom. She you know, really guides
them through the first several weeks, making sure that they
understand the organization, the expectations we train them on skills
(14:13):
equipment that we use here at the hospital, and then
we really focus on pairing that nurse up with the
best preceptor for them. So our preceptors are our experienced
nurses that then are going to take the new nurse
under their wing and really partner with them at the
bedside and teach them the workflow, the additional patient care,
(14:35):
any skills that they need to develop.
Speaker 3 (14:38):
That's what that partnership looks like. That sounds so encouraging.
Speaker 2 (14:43):
So if I were coming into a whole new career
to know that I'm going to have a one on
one person showing me the ropes, right, especially in this environment,
it's gotta really bring so much comfort and just a
reinforcement to know that you're working at a quality organiation
that really values excellence for their.
Speaker 3 (15:03):
Patients because of this program.
Speaker 2 (15:05):
What are you hearing from the nurses that are being
the moms and the.
Speaker 3 (15:10):
New nurses that are kind of enjoying this program?
Speaker 2 (15:13):
Really?
Speaker 4 (15:14):
Yeah, I'm glad you asked that, because it is really
important for us to develop that preceptor, that experience nurse
that is the one who's training. It can be an
overwhelming task at times because you are still having to
focus on that quality patient care that you want to provide,
but you also have someone next to you that you
(15:35):
need to make sure that you take the time for
and you teach them and.
Speaker 3 (15:39):
Show them the ropes.
Speaker 4 (15:40):
And so we also have developed a course for our preceptors,
so we have those multiple times throughout the year, and
we actually partnered with Western University. They received a grant
for a special preceptor training program that we sent all
of our educators to. So now we teach all of
our preceptor here at San Antonio through that course and
(16:03):
that really develops them because it's I might be an
excellent nurse, but someone might have to help me be
a great teacher or a great mentor. And that's a
really important aspect of that nurse development is giving them
the tools that they also need to be able to
teach the nick nurse. And then it helps because it
(16:25):
also is good for retention. It's helping that nurse, that
experience nurse grow a little bit more in maybe an
area where that might not have even been something they
would think about.
Speaker 2 (16:35):
Absolutely, So stepping into that leadership role, like you said,
being that mentor being that educator position, that's that's a.
Speaker 3 (16:42):
New skill to develop right and nurse. So do you
have incentive programs for these mentor nurses to take.
Speaker 2 (16:49):
On these leadership roles and bring up the next generation
of nurses.
Speaker 4 (16:54):
Yeah, so we do with the training that we give them.
We also they do have some monetary compensation as well
that we give them a you know, additional anytime that
they're precepting and then we bring them on because it's
really about engaging them as well. We're starting to bring
them on during some of the training so that they
(17:15):
can build a relationship.
Speaker 3 (17:16):
With the nurse before we.
Speaker 4 (17:18):
Send them out together onto the floor. Yeah, And it's
about putting the right personalities together. So if I've gone
through the program for a couple of weeks and someone
identifies that, oh, you know, Leanne could really benefit from
someone that's really good in time management, so we'll we'll
select the appropriate preceptor for that new grad and sometimes
(17:40):
we have to change them out from time to time.
But it's really important to partner.
Speaker 2 (17:46):
Well, I can imagine right, like you said, having that
concierge touch right and pairing up the right mentor with
the mentee.
Speaker 3 (17:56):
In what ways do.
Speaker 2 (17:57):
You think incentivizing experienced nurses mentor new ones can cultivate
leadership and support within.
Speaker 3 (18:04):
The nursing environment. And how does that feed into the culture. Well,
I think it's it's about selecting the right person.
Speaker 4 (18:11):
Not everybody is the right person to be a precept or,
not everybody wants to be the teacher. But what I
try to encourage and I tell everybody is they are
who we help them be. So if we expect certain
things from the new nurses that we're bringing in, then
it takes us to help develop them and teach them
(18:33):
and mentor them.
Speaker 3 (18:34):
So I think that and I feel that that's.
Speaker 4 (18:36):
The culture we have here at the hospital. I always say,
if they're going to be the ones caring for my
loved one, then we want to teach them how that
should look like, you know. And so I really feel
that that's the culture we've developed here.
Speaker 3 (18:51):
We have a really good partnership.
Speaker 2 (18:53):
Absolutely, And so with that said, I'm really thrilled. Do
you anticipate a point where you will be staffed in
a way where nurses won't experience, you know, that burnout
given the fact that it has been such a crunch
since COVID and you guys, I know understand, are making
you know, catching up and making up ground for them.
Speaker 3 (19:14):
Yes, we're definitely making stride in that area.
Speaker 4 (19:18):
They'll always be turnover in nursing, and some of that
is a good thing because you want to see a
nurse develop.
Speaker 3 (19:24):
So they might start.
Speaker 4 (19:25):
In one area and that might be just their starting
point and then they're going to develop their education and
they're going to grow, and so we want to encourage that.
But then that's why we always have to have that
new grad that transition into practice program continuing so that
we're bringing in the new ones to replace those who
move up. And so I think I think we're we're
(19:49):
very close to seeing that that area be filled with
the right nurses and then hopefully the support that the
nurses need at the bedside will decrease that burnout. But
I don't think it's all just the vacancy rate or
(20:11):
you know, Yes, we have to allocate the resources the
right way, but it's also about making sure that the
nurse knows how to take care of herself or his self.
It's very important that we have to reflect on our
own well being because it is very difficult to constantly
be a caregiver right.
Speaker 2 (20:30):
Exactly, which brings us to the next point because as
the caregiver you know, on the floor to various patients
day in and day out, you know, like you mentioned,
burnout and mental health and emotional wellbeing can all come
into the picture. What programs do you have in place
to kind of leave that to ease that pressure on the.
Speaker 3 (20:50):
Caregivers and nurses in this case. Yeah, So it's a
nice program because we do it for all care team members.
Speaker 4 (20:57):
We have a Here for You program which we just
developed over the last couple of years, and that is
a peer to peer support group. So we sent off
multiple care team members to get trained on how to
really be an empathetic peer supporter, and so that program
is really successful. It starts where I might just be
(21:20):
working with you, EVET and see that you're having a
tough day, and I.
Speaker 3 (21:23):
Can call in to our Here for You program and
just let them.
Speaker 4 (21:27):
Know that I think ev might benefit from a phone
call from one of our Here for You coordinators, or
to in a more extreme, you know, situation where we
might have a patient code that day and it's really
(21:48):
tough on the nurse, and so we make sure someone
comes up in the moment to make sure the nurse.
Speaker 3 (21:53):
Is okay, and that they can step away.
Speaker 4 (21:56):
We have someone step in and take over for them
until they're okay to come back. Wow.
Speaker 3 (22:01):
Yeah.
Speaker 4 (22:02):
And then on top of that, we have another program
that is called our Here for You Program or Sorry
for Your Health program, and that really focuses on mindfulness,
emotional well being and.
Speaker 3 (22:16):
Also physical fitness.
Speaker 4 (22:18):
And so we have a coordinator who will coordinate all
kinds of events. I was just reading one today before
I came in and it's called I think it was
for August your August Hero, and it's about being your
own hero and really taking care of yourself. And so
they'll throw out challenges throughout the month that the care
(22:38):
team members can take.
Speaker 3 (22:39):
A part of and it's such an excellent event.
Speaker 4 (22:42):
And then they'll do they'll put together hikes that all
of it anyone in the hospital can join. Or we
have yoga sessions here. Sometimes they just do a meditation session.
So it is just throughout the organization we focus on
stress management and so we really really want to hone
(23:03):
in on the care team member taking care of themselves.
We can only do so much, but it's important that
we provide them the avenues where that they can take
care of themselves as well.
Speaker 2 (23:13):
Absolutely, and that's so important as a caretaker to have
those resources, not support, to care for yourself, right.
Speaker 3 (23:20):
Yes.
Speaker 2 (23:20):
And the analogy I always love to use is on
the airplane, right when we are in their plane, to say,
if in the case of emergency, if you need to
help somebody, make sure you're taking care of first, put
the mask on yourself, make sure you can breathe, and
then you're able to help others.
Speaker 3 (23:34):
So I love that integrated program.
Speaker 5 (23:36):
Yeah.
Speaker 4 (23:36):
One of our educators, her big saying is she will
always ask the nurse, how are you filling your cup?
Speaker 3 (23:43):
Because that's really important. That's right though.
Speaker 2 (23:46):
Yeah, we have to everybody, any caretaker, especially a nurse
that does a day in dale, has to replenish their cup,
has to take stock and take time to breathe, you know,
and lean on those resources that are readily available, which,
by the way, thank you for creating those programs to
create that support in just that oasis for nurses to
(24:07):
feel like, oh my gosh, I'm heard and I'm cared
for as well.
Speaker 3 (24:11):
And I have great support here at San Antonio. It's
really good the organization.
Speaker 4 (24:15):
I'm fortunate to work here because they do have the
care team member at heart, and they really want to
do what's best for everybody exactly.
Speaker 3 (24:24):
So we are heading on a break everybody.
Speaker 2 (24:26):
Evett Walker with ABC News and Talks Sona California business
support Here with Leanne Logan, who stands as a beacon
of leadership and innovation. With over twenty five years of
dedicated service in nursing and administration, she currently fulfills her
role as Chief Nursing Officer at San Antonio Regional Hospital.
Her visionary approach inspires a culture of safety, accountability, and
(24:48):
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Welcome back everyone you'vet walker with ABC News and Talk
Southern California Business Report Here with Leanne Logan, whose stands
as a beacon of leadership and innovation. With over twenty
five years of dedicated service in nursing administration, she currently
fulfills her a role as Chief Nursing Officer at San
Antonio Regional Hospital. Her visionary approach inspires a culture of safety, accountability,
(28:35):
and unwavering dedication to the quality of care.
Speaker 3 (28:38):
That patients here received. Thank you so much for making
the time to share your work and your vision with
our audience today. Absolutely thank you for having me perfect.
Speaker 2 (28:47):
So prior to the conversation, we talked about various programs
that are unique to San Antonio Regional Hospital to develop
the next generation of nurses and workforce development efforts, as
well as internal programs aimed at supporting the well being emotional,
physical wellbeing of nurses that can be strained during these
(29:09):
times when they are overloaded with patients. And now I
would like to kind of focus on the patient care
aspect and what that excellent care looks like by the
nurses to the patients on the floor.
Speaker 4 (29:24):
So I think the best way to describe that is,
you know, we say that we really focus on making
it a patient centered care, so care will look different
across the board for all patients, but we want to
make sure that it is high quality, that it is
always safe for the patient and the care team member,
(29:46):
and so we really to do that, we have to
partner with the patient and sometimes the family to really
meet the goals across the board.
Speaker 5 (29:55):
Right, So when you talk about that, let's look at
the dynamic of internal programs that are also unique to
San Antonio Regional Hospital that assist.
Speaker 2 (30:06):
With that streamline process. What are some of those internal
programs that streamline that hospital.
Speaker 3 (30:15):
To home dynamic.
Speaker 4 (30:18):
So we have developed are what we it's called a
meds to beds program. So we have an outpatient pharmacy
here on site where at discharge, the physicians will prescribe
the medications that the patient will go home with, our
pharmacy here will fill them and then a pharmacy technician
will bring the meds straight to the bedside deliver those
(30:40):
So that helps that patient and family not have to
go to that pharmacy on their way home or.
Speaker 3 (30:46):
Make sure that they have the medications.
Speaker 4 (30:48):
We're providing it here at the hospital at their bedside,
and then there is a pharmacist available to consult to
go over any of the new medications that the patient
might have a question for. We also have a our
Care for You clinic, which is for the patients that
are being discharged from the hospital. We will schedule an
(31:10):
appointment for them within seven days so that they are
discharged to home get to see a physician.
Speaker 3 (31:16):
Within seven days.
Speaker 4 (31:17):
Because often, and we all know this, we provide so
much education to a patient here while they're in the
hospital and discharge instructions, and then you get home and
you realize, oh, I forgot to ask this question, or
I didn't understand what they said about this other topic.
And so that appointment with that physician allows them to
(31:41):
clear up any miscommunication that we may have had and
make sure that they understood the discharge instructions, that they
received all of the medication.
Speaker 3 (31:50):
And they understood how to take it.
Speaker 4 (31:52):
And so it really helps that additional piece of treating
the patient and making sure that that doesn't and then
back up in the hospital or in the emergency room
because they didn't.
Speaker 3 (32:05):
Understand something right.
Speaker 2 (32:06):
So, what have those two programs done for the readmission rates?
It's yeah, decreased it significantly.
Speaker 4 (32:13):
We really focus on a few diagnoses, so pneumonia, art failure,
and COPDS, which.
Speaker 3 (32:20):
Is chronic obstructive pulmonary disease.
Speaker 4 (32:23):
Those three are the main focus that we look at
because we saw that those were the ones that we
had the higher readmission rates, and so we put a
lot together for those programs to make sure that we
are needing all of those needs on those patients, and
we've seen those readmission rates decrease significantly.
Speaker 2 (32:42):
What are you hearing from your patients, because this is unique,
this is not standard practice for healthcare hospitals and press
the board. This is unique San Antonio Regional Hospital. What
do the patients say when they're seeing that they have
all this proactive support.
Speaker 3 (32:56):
They love it. It's really nice.
Speaker 4 (32:58):
I mean, you have some of those patients who have
already have everything arranged at their own pharmacy and want
to stick to that. But for the most part, when
we tell them what it does and how we can
offer it straight to their bedside.
Speaker 3 (33:12):
They're so happy.
Speaker 4 (33:13):
And we've seen had said such good feedback from the
patients regarding their follow up appointments at the Care for
You clinic.
Speaker 3 (33:22):
And so it's nothing but positive. I can imagine that
not only for the patient, but for the nurses as well.
Speaker 2 (33:28):
Right when you talk about the burnout, the emotional, the stress,
I would imagine that seeing patients that are readmitted frequently
without these type of services available could be very stressful.
Speaker 3 (33:41):
What does that do for the well being in health
of the nurse?
Speaker 2 (33:44):
Right, Seeing that their patients are being cared for, The
readmission rates are very low, so they know that they're
making an impact. They're sending their patients out healthy, happy
and whole with all the resources they need to continue.
That is what do you hear about that interns of
how that makes the nurses feel, it's excellent.
Speaker 4 (34:04):
Yeah, there's nothing worse than being a nurse and feeling
like maybe you didn't provide enough education or maybe.
Speaker 3 (34:10):
They missed something.
Speaker 4 (34:12):
And so it's all about transparency for us as the organization,
we do the nurses do all this work, and so
it's really important that we share all of that with them,
the data, the outcomes, and so I think the organization
is really good at that, and so it's it's excellent.
Speaker 3 (34:31):
You know, we teach. Our goal of nursing is to
teach patients.
Speaker 4 (34:36):
Yes, we care for them, but the main thing that
we always talk about is we begin education on the
day they're admitted, and we start discharge planning on the
day they're admitted.
Speaker 3 (34:48):
And that seems kind of odd, but it really takes that.
Speaker 4 (34:52):
It really takes us having that patient here, the nurse
at the bedside explaining the diagnosis, what to expect while you.
Speaker 3 (35:00):
Or here, what medications you'll be receiving.
Speaker 4 (35:03):
And then they and the more we teach them here
at the bedside, the more they're going to retain when
they're at home.
Speaker 3 (35:11):
And so it's just a win all the way around,
I can imagine, and you're absolutely right.
Speaker 2 (35:16):
Everything boils down to education, communication, making sure that everybody's
on the same page.
Speaker 3 (35:21):
So leanne talk about.
Speaker 2 (35:24):
Nursing excellence in that sense and what investments are being
made or need to be made in ongoing training and
professional development of nurses.
Speaker 4 (35:34):
So the hospital is really good at providing. We have
a lot of incentives. We do tuition and loan reinforsement
here at San Antonio Hospital, which is great because any
nurse that even starts out as an associate's degree level
may want to go on to get their bachelor's and
then you have those that start as a bachelor prepared
(35:55):
nurse and want to get their masters. So that's a
really good incentive that we have. We also do what
we call our certification bonus. So there are specialties in
pretty much every area in nursing where a nurse, after
so many years of practice can sit to take a
board test certified.
Speaker 3 (36:13):
Test to be have a specialty in their area.
Speaker 4 (36:17):
So whether it be med surge and eed ers, a
critical care nurse, there is specialty in all those areas,
and then the hospital provides a certification bonus annually to
those nurses who obtain that certification.
Speaker 3 (36:31):
And then in addition to that, we are starting to
really focus on leadership development.
Speaker 4 (36:37):
I think the key to nurseer retention is having excellent
nurse leaders and so from the supervisor manager all the
way up to the executive level, the hospital is developing
a leadership academy and so that's going to be wonderful
to put those tools in their hands to really go
(36:58):
out and support the nurse verses and make a difference.
Speaker 3 (37:03):
I think I could go on and on. We do
so much here.
Speaker 4 (37:07):
We have like education modules that the nurses can use
to get their continuing education units. So every nurse is
required to have thirty units every two years to renew
their license, and so the hospital offers a program for
that as well.
Speaker 2 (37:23):
That is remarkable. I think it's great that there is
an organization. I sent it to our regional hospital. It's
so dedicated to providing those resources to their nursing staff
for economic mobility and leadership mobility, giving them the platform
to really grow and blossom as a healthcare provider. What
do you hear from the nurses that are taking advantage
(37:45):
of these incentive programs for having their tuition covered to advance.
Speaker 3 (37:49):
Oh they're so happy about it.
Speaker 4 (37:51):
You know, nursing school isn't cheap, and so it's one
of those things where's you're happy you have your profession
and now you have those student loans. So it's really
really a great incentive. I really promote the certification because
each of us have our own specialty in nursing, and
so one area might think, oh, I this is my specialty,
(38:15):
but every department has a specialty, and so I really
encourage the nurse to say, hey, I am I do
feel that I am the expert in this area, and
so I encourage them to sit for that test and
get that certification because you've done that on your own,
you know, And so I think that's a wonderful thing.
Speaker 3 (38:34):
Absolutely. So in your mind, Leanne, what makes a good nurse?
So I think a nurse has.
Speaker 4 (38:43):
To be empathetic. I know this is cliche, but nursing
is a calling. It isn't for everybody. I think you
really have to be empathetic.
Speaker 3 (38:57):
You have to have good.
Speaker 4 (38:59):
Clinical thinking skills and judgment, you need to be flexible,
and you have to be able to communicate.
Speaker 3 (39:06):
Well.
Speaker 4 (39:08):
It's so important and I see that day in and
day out where things fall through the cracks is in
communication or lack thereof, and so that is I think
one of the biggest skills. But I think it is
just really about being able to put yourself in the
shoe of the patient and their family because it is
(39:29):
very difficult. And so sometimes you know, you might have
a difficult patient and you have to realize that that
isn't personal to you. It is that patient or that
family trying to cope with what they're going.
Speaker 2 (39:41):
Through, right absolutely, and you know the nurses really, like
you said, helping that family go through sometimes their worst moments,
right and guiding them through I can imagine like.
Speaker 3 (39:52):
Like the Guardian Angel almost.
Speaker 2 (39:53):
So it's very self sacrificing in that aspect where you
have to put yourself in their shoes. And I love
all of the supports and the strategies that you have implemented.
But in addition to that, do flexible work arrangements help
mitigate some of that strain on nurses today?
Speaker 4 (40:12):
Yes, and so most of our nurses are twelve hour employees.
We have a few departments that are eight, but we
do do self scheduling, which means we allow our nurses
to select the schedules that.
Speaker 3 (40:24):
They would like. Obviously, we have like core needs that we.
Speaker 4 (40:29):
Have to meet, and so the managers have to oversee
to make sure that those.
Speaker 3 (40:34):
Needs are being met.
Speaker 4 (40:35):
But we do and we also even offer out the
ability to split shifts if need be, they can switch
amongst themselves to cover their shifts. So we have to
do a lot of that. And what I've also seen
is a lot of nurses going from full time to
part time, so and a lot of that is just
because they're young moms and they want to be home,
(40:55):
you know, raising their babies. But they also love their
career and want to be a part of that too,
So it's it's definitely an important aspect of it.
Speaker 7 (41:04):
Well.
Speaker 2 (41:04):
I love the flexibility, especially when you mentioned becoming a mom, right,
because when you love your career and you love your children,
if you can find a way right both, you are great.
Speaker 3 (41:13):
You're golden right, Yes, absolutely, so this is all very exciting.
Speaker 2 (41:19):
You know, opportunities and just programs with then sent into
a regional hospital. Are you engaged in active community engagement
to put the word out about these programs at the
hospital to you know, secure more nurses.
Speaker 3 (41:33):
In addition to your work with the universities.
Speaker 4 (41:36):
Yeah, definitely, we do some community programs that we partner
in the We go to the schools and have lectures
with them, and then we also just for our community
in general, we have an excellent community outreach program.
Speaker 3 (41:55):
We have support groups.
Speaker 4 (41:56):
We have a ship program that focuses on the chronically
ill patients that we see often and we help them
manage that chronic illness from home. And so yeah, we
we have a lot of different programs that is very exciting.
Speaker 2 (42:15):
So for anybody that's listening right now, what would you
say to those that are exploring nursing? And I also
want to bring up another point because nursing is not
necessarily a women's only career. I'm seeing nursing evolved. There's
been a lot of male nurses. Please speak to that,
(42:37):
and then also share what you would tell anybody that
is considering a career in nursing or healthcare.
Speaker 4 (42:45):
Okay, I, as you mentioned, it is definitely not a
female profession. We have a wife, we have male female
across the board all departments.
Speaker 3 (42:56):
As I mentioned, it's not for everyone.
Speaker 4 (42:59):
It is a challenging profession, but it is such a
rewarding profession. I always say that it's not just about
saving lives. Sometimes we have to be there for the
patient at the end of life, and it is being
there for them and being there for their family and
maintaining their dignity and being.
Speaker 3 (43:20):
Respectful to that piece of life as well.
Speaker 4 (43:23):
And so I would say, you have to be prepared
to work hard, and you have to be able to
adapt to.
Speaker 3 (43:31):
Change and challenge.
Speaker 4 (43:34):
But you will always be a part of making a
difference in someone's life, no matter what end, the beginning
of life or the end of life. It is an
honor and a privilege to be there. And so I
just think that it has been such a rewarding profession
for me. Both of my daughters chose to go into nursing,
(43:56):
and I always kind of wondered, I'm like, is it
I pushed that on them? But when I asked them,
you know, they just said, you loved your job.
Speaker 3 (44:05):
That was it. You loved your job. I didn't really
complain about going to work.
Speaker 4 (44:09):
And so that's what really brought them into the profession.
Speaker 3 (44:12):
And they both love it as well. Oh my goodness,
that's wonderful.
Speaker 2 (44:16):
And so, with any long standing career twenty five years,
can you point to a moment in your career where
it's either a full circle moment or it's a moment
in time where you can say, Wow, I feel like
I'm really making a difference and I'm so glad that
I came into this field.
Speaker 3 (44:37):
I don't know if there's one pivotal moment. As I've mentioned,
I loved every.
Speaker 4 (44:44):
Aspect of the career, from the bedside to stepping into
that clinical manager role where you still had a really
strong connection to patient care, but you were also able
to make a difference for the nurse.
Speaker 3 (45:00):
And then I.
Speaker 4 (45:00):
Really think me the most impact that I think I've
felt is stepping into the chief nursing officer role, because
you really are in this role accountable for all of
nursing and so it was a moment where I realized
I had to broaden my knowledge. But then I also
had the ability to be the advocate for the nurse
(45:22):
at the executive level, and I work with an executive
team who they listen, and so I really feel like
my voice is heard and I think that I am
able to make.
Speaker 3 (45:34):
A difference for the nurses today. I love that.
Speaker 2 (45:37):
And so what are your goals and your vision for
the next year, five years? What does your plan look
like for nursing at sent into a regional Hospital.
Speaker 4 (45:48):
I My biggest goal is to continue to work on
developing a very healthy nursing workforce, and that means everything,
meaning filling those vacancy spots and really looking at the
well being of the nurse and what do we as
an organization need to provide in addition to what we
(46:10):
already do to help them be the best they can be.
Because if we can do that, the patients will receive
excellent care.
Speaker 3 (46:19):
That is so exciting, So Leanne, can you also give an.
Speaker 2 (46:22):
Invitation to anyone that's listening that is exploring a career
in healthcare? Is there a place they can go online
to go visit any openings whether it's clinical or non
clinical at San Antonio Regional Hospital.
Speaker 3 (46:34):
Yes, you can go on our website.
Speaker 4 (46:36):
It's sa RH dot org and go under a tab
call it's listed careers and it has all of our job.
Speaker 3 (46:43):
Postings are listed there.
Speaker 4 (46:45):
And I would just say to anybody who is interested
in nursing, seek it out. There are multiple different avenues
you can go to. As I mentioned, you can do
an associate degree process and go to your masters. You
can even have a bachelors in a different area and
(47:06):
go straight into.
Speaker 3 (47:06):
A master's in nursing. So there's so many opportunities out there,
so I would just.
Speaker 4 (47:12):
Say it, pursue it. It is a great profession and
you will never regret the.
Speaker 3 (47:17):
Choice right and talk about job security right. Healthcare absolutely absolutely.
Speaker 4 (47:23):
And there is so many paths that you can go
down as a nurse, even if it's not in the
acute care setting.
Speaker 3 (47:29):
There are so many other avenues that are offered out there.
Speaker 2 (47:32):
Absolutely, And when you hear about the Federal Bureau of
Labor and Statistics talking about an expected projected growth of
nearly fourteen percent in the field of medicine, there's going
to be tremendous opportunities and ongoing opportunity. Yes, yes, So
for everybody listening, if you've ever thought about a career
in healthcare, now's the time to check it out. Absolutely well, Yeanne,
(47:56):
thank you so much for your time, for your dedication,
and for your leaders in providing the best possible care
and outcomes to the patients and for the nurses at
Senatonal Regional Hospital.
Speaker 3 (48:07):
Thank you, a betten, Thank you so much for having me.
I really enjoyed this.
Speaker 2 (48:10):
Thank you so much Leanne. All right, everybody listening, don't
forget to find us on Facebook, YouTube, LinkedIn, and Instagram.
Don't miss my conversation with Aquanetta Warren, a pioneering four
term mayor of Fontana, California. First elected in twenty ten
as the city's first woman and first African American mayor,
she has become one of the nation's most influential municipal leaders,
(48:33):
driving Fontana's transformation into a vibrant pub of innovation and equity.
As well as mister Philip Burham, who is the Deputy
City Manager of Fontana, California, where he leaves the Development
Services Organization encompassing planning, building in safety, public works and engineering,
and housing and homeless services. Next week we will have
(48:54):
Michael Burroughs, CEO of San Bornandino International Airport, which was
formed in nineteen ninety two. The sanm Berdancino International Airport
Authority is a regional joint powers authority created by and
through state legislation to serve as the owner, developer, and
operator of the aeronautical portions of the former Norton Air
Force Base now known as the San Bordanzino International Airport.
Speaker 3 (49:17):
We will see you all next week. You do not
want to miss it.
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