Academic Medical Center
3
campuses
Nurses & leaders
Phased rollout
Leader accountability
As a new leader, Daniela understands that cultivating a healthy team culture begins with clarity, knowing exactly what bullying and incivility look like and how they undermine collaboration. She has little tolerance for cliques and consistently reminds colleagues that every team member must contribute to a respectful, supportive environment. One of the ongoing challenges has been navigating the natural tensions that can arise between night shift and day shift staff, a common dynamic inursing units that can impact trust and teamwork if not proactively addressed. Daniela recognizes that holding team members accountable requires not only clear expectations but also the skills and confidence to directly confrontbehaviors that jeopardize unit cohesion. In daily huddles, she emphasizes accountability, reinforces the value of bedside shift report and challenges her team to rise above divisions to focus on what matters most – safe, high-quality patient care at BHSF Miami.
To address these challenges and equip leaders with the skills to foster accountability, Daniela participated in the Eradicating Bullying & Incivility (EBI): Essential Skills for Healthcare Leaders program. Designed specifically for healthcare leaders, the EBI program goes beyond definitions of bullying and disruptive behavior, it empowers leaders to recognize subtle signs of incivility, confront with confidence, and set a consistent standard for professional behavior. Through interactive learning, practical strategies, and tools for courageous conversations, the program provided Daniela and her colleagues with a framework to dismantle negative dynamics, strengthen shift-to-shift relationships, and cultivate a culture rooted inrespect and collaboration. By investing in EBI, the Baptist Health Baptist Hospital of Miami leadership team made a clear statement: creating a healthy, respectful workforce is not optional, it’s essential
In today’s healthcare environment, training on incivility and bullying is not optional, it is essential. Strong leaders set the tone by modeling respect and accountability, creating a safe and supportive workplace. When teams feel valued and engaged, they not only strengthen the culture but also drive the results that matter most for our patients. - Rachel Evers, MSN, RN, CNOR-E, CENP, CPXP, LSSWB | Assistant Vice President of Nursin
As nursing leaders, we must be intentional about the culture we create. That begins with hiring the right people— those who embody empathy, professionalism, and a commitment to teamwork. But it doesn’t end there. We must also cultivate a workplace where differences are embraced, voices are heard, and every team member feels supported and valued.
Creating this kind of culture requires more than policies—it demands leadership. Chief Nursing Officers (CNOs) play a pivotal role in setting the tone. When CNOs actively support efforts to eliminate incivility, promote psychological safety, and invest in team development, they send a powerful message: that respect is non-negotiable, and that every nurse matters. Let us commit to building environments where kindness is the norm, diversity is celebrated, and support is unwavering. Because when nurses lift each other up, we all rise—and so do the outcomes for our patients. - Harold Girado, MSN, RN, NE-BC | Vice President and Chief Nursing Officer
reduction in first-year nurse turnover
Harold Girado, MSN, RN, NE-BC
avoided turnover & agency cost
Increased collaboration between shifts
Greater confidence among nursing leaders
Improved professionalism
Higher trust across the unit
Stronger workplace respect
Better patient-focused teamwork
reduction in first-year nurse turnover
Academic Medical Center
increase in employee engagement scores (54 to 68) over 18 months
Neonatal Intensive Care Unit (NICU)
Tell us where disruptive behavior is costing you nurses, safety, or trust — and we’ll show you the path other health systems have already walked.
