Are Your Healthcare Leaders Trapped in Outdated Processes and Approaches, Inhibiting Innovation and Progress?

 

The STAR Method for Leadership Effectiveness

is #1 Strategy for

Reducing Staff Turnover and Costs While Improving

Hospital Metrics 

Let's Connect

How Many Millions of Dollars Are You Losing Every Year to Nursing Turnover? 

According to The Journal of Nursing Administration

since 2016, the average hospital has turned over about 83% of its RN staff and 90% of its overall workforce.

The cost of turnover for a bedside RN, averaging $50,000+, is enough to cause many hospitals to lose millions yearly.

Given that 56% of organizations cite retention as one of their top three challenges and 64% of hospitals plan on increasing their nursing workforce soon, recruitment and retention are becoming even more competitive. 

We know people stay with good leaders.

That is why leaders are so influential.

Each percent change in RN turnover will cost or save the average hospital $380,600 annually.

For every 20 travel RNs eliminated, a hospital can save $3,140,000 on average.

The ROI for developing and retaining your leaders is significant. 

Consider what this is worth to you. 

Many Healthcare Executives Have Tried Solutions Such as Traditional Classroom-Style Learning or Internal Development Programs and Found Them Ineffective

Research shows that classroom-style learning often found in traditional nursing development programs may create excitement, but it rarely translates into the organization’s desired impact.

Classroom-style learning is missing two critical components: 

❌ 1. Personalization. It is not tailored to the individual leader or team. 

❌ 2. Coaching. Techniques that foster insight and not just rote memorization.  

Professional development can help emerging leaders, but the complexity of healthcare today requires that senior nursing leaders have guidance from a coach with experience "in the seat." Most internal professional development teams have not been in the C-Suite themselves.   

Having been in the C-Suite personally and working with hundreds of hospital leaders as an executive coach, I know firsthand the challenges nursing leaders face. 

True transformation and long-lasting results require:

  • Customization
  • Coaching
  • Implementation
  • Accountability

How We Helped this System CNO Increase Quality Metrics & Accountability While Saving Her Organization $100K+/Year

The Challenge

When Anne joined us, she had tried to establish a professional governance model for two years but failed.

There was a disconnect and lack of communication and trust between leadership and frontline teams.

They were operating under unconscious and confirmation biases where the executive team worried the lacked motivation and the nursing team was not feeling heard or valued.

Unbeknownst to the System CNO, two influential nurse leaders were on the brink of quitting, which could have cost their hospital $100K+/year.

When influential nurse leaders leave, often a number of staff nurses follow suit, costing hundreds of thousands of dollars.

The Solution

Through our work together, they began understanding the neuroscience behind humans resisting change. Only after they identified their biases and increased awareness around their impact on each other were they able to get unstuck.

The Outcome 

As a result they:  
  • Successfully implemented a governance model in 3 months 
  • Retained two top nurses, saving the organization $100K+/year 
  • Established a system for tracking key quality metrics owned by nurses 
  • Ability to articulate metrics during rounding  
  • Energy shift in how they talked about the work they hoped to lead 
  • Renewed a sense of purpose and commitment to quality patient care 

Individuals started to feel valued for their contributions and many nurses stated bolstered confidence and joy in their practice - a win-win-win for leadership, nurses and patients alike.

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The STAR Method for Elevating Leadership Effectiveness is the #1 coaching and training program for cutting-edge leadership effectiveness and business performance.

We help you reduce staff turnover while increasing performance and patient quality.

What is Needed to Go From Where You Are Now to Where You Want to Be?

Pillar 1: Your Self-Transformation System


In pillar one of the STAR Method for Elevating Leadership Impact, we dive deep to uncover your blindspots and understand your biases.

If your organization is a revolving door of nurses, we get to the root cause by addressing both the inner work (thoughts and feelings) and the outer work (behaviors).


We leverage neuroscience to equip your nursing leaders with the tools to improve trust, performance and results.

Pillar 2: Your Team Transformation System


If your organization operates in transactional mode, it is time to upgrade your approach.

We help leaders operating in burnout and transactional mode become more strategic.

In pillar two, Team Transformation, we empower you with next-level collaboration, critical thinking and problem-solving skills.

We work with your leaders to eliminate triggers that create a threat state for teams.

We teach them to lead from behind instead of trying to drag people along with them.

Pillar 1: Your Self-Transformation System


In pillar one of the STAR Method for Elevating Leadership Impact, we dive deep to uncover your blindspots and understand your biases.

If your organization is a revolving door of nurses, we get to the root cause by addressing both the inner work (thoughts and feelings) and the outer work (behaviors).


We leverage neuroscience to equip your nursing leaders with the tools to improve trust, performance and results.

Pillar 2: Your Team Transformation System


If your organization operates in transactional mode, it is time to upgrade your approach.

We help leaders operating in burnout and transactional mode become more strategic.

In pillar two, Team Transformation, we empower you with next-level collaboration, critical thinking and problem-solving skills.

We work with your leaders to eliminate triggers that create a threat state for teams.

We teach them to lead from behind instead of trying to drag people along with them.

Pillar 3: Your Adaptability System


In pillar three of the STAR Method for Elevating Leadership Impact, we focus on Adaptability, where we evolve the “how we have always done things” mentality into a future-focused one.

We coach your leaders on regulating stress for themselves and their teams through hardships and challenges.

They become reliant on one another both person to person and team to team, creating interdependence.

Your leaders have a roadmap to overcome resistance to change and readily embrace complexity and healthy conflict.

Pillar 4: Your Results System


In pillar four of the STAR Method for Elevating Leadership Impact, we develop your Results System. Strong, effective senior leaders are the key to reducing turnover.

With 64% of hospitals planning on increasing their RN workforce, retention is now more critical than ever.

We improve this by empowering your senior nursing leaders with strategies to increase trust and respect among the team.

Teams learn to hold each other accountable through ownership, increasing autonomy and productivity.

Pillar 3: Your Adaptability System


In pillar three of the STAR Method for Elevating Leadership Impact, we focus on Adaptability, where we evolve the “how we have always done things” mentality into a future-focused one.

We coach your leaders on regulating stress for themselves and their teams through hardships and challenges.

They become reliant on one another both person to person and team to team, creating interdependence.

Your leaders have a roadmap to overcome resistance to change and readily embrace complexity and healthy conflict.

Pillar 4: Your Results System


In pillar four of the STAR Method for Elevating Leadership Impact, we develop your Results System. Strong, effective senior leaders are the key to reducing turnover.

With 64% of hospitals planning on increasing their RN workforce, retention is now more critical than ever.

We improve this by empowering your senior nursing leaders with strategies to increase trust and respect among the team.

Teams learn to hold each other accountable through ownership, increasing autonomy and productivity.

 

Meet Our Founder & CEO

Laurie Smith

is the creator of the STAR Method for Elevating Leadership Impact. She has quickly developed a reputation as one of the top Executive Coaches for CNOs who want to transform their nursing teams to reduce staff turnover while increasing performance and patient quality, saving them millions of dollars each year.

As a former CNO with 30+ years deeply embedded in the healthcare industry, a certified Nursing Executive-Advanced (NEA-BC) and a Lean Six Sigma Green Belt in change management and process workflow, Laurie has helped develop and coach leaders across the globe (North America, Europe, the Middle East and China, to name a few). She is also a certified executive coach through the International Coaching Federation.

She helps nursing leaders and their teams thrive at their highest level of performance. Laurie is on a mission to create happy, thriving teams that take great care of patients, all while saving hospitals money.

Laurie Smith

is the creator of the STAR Method for Elevating Leadership Impact. She has quickly developed a reputation as one of the top Executive Coaches for CNOs who want to transform their nursing teams to reduce staff turnover while increasing performance and patient quality, saving them millions of dollars each year.

As a former CNO with 30+ years deeply embedded in the healthcare industry, a certified Nursing Executive-Advanced (NEA-BC) and a Lean Six Sigma Green Belt in change management and process workflow, Laurie has helped develop and coach leaders across the globe (North America, Europe, the Middle East and China, to name a few). She is also a certified executive coach through the International Coaching Federation.

She helps nursing leaders and their teams thrive at their highest level of performance. Laurie is on a mission to create happy, thriving teams that take great care of patients, all while saving hospitals money.

 

How We Helped This Hospital Drastically Reduce CLABSIs

and Drop Nursing Turnover to Single Digits

The Challenge

The nursing and inter-professional teams at this hospital were struggling with new and experienced leaders who were stuck in transactional mode, focused on checking off lists instead of transformational leadership.

There was a lack of transparency around hospital-wide data.
One unit, in particular, was dealing with a high rate of bloodstream infections.

A single case of CLABSI can cost an organization nearly $50K.

Their nursing turnover rate was extremely high and departments were competing for resources instead of collaborating.

The Solution

After implementing our strategies, they shifted from dysfunctional conflict to healthy conflict.

Once they increased nurse participation with leadership and fostered collaboration and problem-solving between professionals, they started operating as a unified team.

The Outcome

As a result they:

  • Eliminated bloodstream infections for more than two years, saving the organization approximately $900K

•Reduced nursing turnover to single digits

• Started sharing resources while still accomplishing their goals

  • Improved nurse satisfaction
    Increased nursing-led research
  • Leveraged data to acquire resources needed for clinical practice decisions made in shared governance councils
  • Promoted nursing autonomy with their practice

Nurses verbalized that the workplace environment dramatically improved after our work together.

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The Most Comprehensive Nursing Leadership Effectiveness Program

The STAR Method is the preferred, high-touch experience for hospitals that want to transform their nursing teams to reduce staff turnover while increasing performance and patient quality, potentially saving them millions of dollars annually.

With our strategies, 1:1 support, accountability and team in your corner, you will be able to…

  • Confidently Navigate Priorities & Challenges
  • Improve Performance
  • Raise Nursing Satisfaction & Retention
  • Increase Trust & Respect
  • Align Teams Around Ultimate Results
  • Boost Ownership and Accountability
  • Decrease Expenses & Increase Profits
  • Improve Patient Care
  • Increase Nursing Leadership Effectiveness


How We Helped This Executive Go From Being Caught in Day-to-Day Operations to Focusing on High-Level Strategy, All While Reducing Staff Turnover & Safety Events

The Challenge

When Julia joined us, her direct reports were underperforming.

She worked long hours and was constantly bombarded by team members asking for help.
She did not trust her team or believe they could handle the complexities of the work that needed to get done.

As a result, she felt disconnected from her daily work and lost joy in her role.

The Solution

Through our partnership, she discovered she was not equipping her team with the skills or resources to succeed.

When she learned to improve communication, clarify her vision and expectations, and trust her team to do the work she hired them for, direct reports eagerly arose to the occasion.

The Outcome

• Freed her up to be more strategic and innovative with her leadership
• Inspired and empowered her team to do the work they were hired to
• Connected to a bigger goal and felt motivated to help achieve it
• All of which helped:

  • Reduce staff turnover
  • Increase productivity
  • Increase team autonomy and satisfaction

This executive referred to our coaching as “life-changing.”

“Laurie was eager to listen, understand and provide thoughtful, probing questions.

Throughout our time, she challenged me often and created the space for me to form a new perspective.

Laurie kept me accountable, disciplined and motivated toward my goals.

Because of my time with Laurie, I was able to tap into a new leg of impact and growth that I likely would have ignored otherwise.She helped me work through the discomfort to see my vision and strategy.

Thank you, Laurie!”


How We Helped This Division of Key Nursing Leaders Reduce HAIs in Every Unit & Regaine Pride in Their Work

The Challenge

We partnered with a group of ten nursing managers struggling with quality metrics with a high number of hospital-acquired infections.

Instead of working together, teams were functioning on islands.

A general lack of trust and support and duplicated work plagued their efficiency.

The leadership team had formed an alliance within the division, creating a metaphorical war between groups.
Instead of collaborating, they were in constant competition.

The Solution

Once we got the departments in the same room and they understood how they could be stronger together, we began to break down barriers.

They focused on leveraging their strengths and shifted from a threat state to a future-forward state.

Nursing leaders felt more comfortable sharing their struggles and a renewed trust formed.

The Outcome

As a result they:

  • Started functioning as a unified team instead of competing parties
  • Increased trust and collaboration
  • Improved patient care quality across the board
  • Reduced HAIs in every unit in that division
  • Increased pride in their work and leadership

Nurses shared that they felt a huge sense of pride because they were part of designing the process with the leaders.

At the end of our time together, they said they felt like they were the strongest they had ever been as a division.

Ready to unlock the full potential of your nursing teams and drive business performance?

If you are ready to give your team the competitive advantage of cutting-edge leadership effectiveness, book a call now and let’s have a conversation.

 

 

 

 

 

This one call alone can change everything.

I look forward to speaking with you!

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