Real results from real healthcare teams.

120+

health systems

47%

average drop in incivility

30%

better nurse retention

Featured Case Study

For the first time, our nurse leaders knew exactly what to say — and our new grads finally felt safe enough to stay.

Harold Girado, MSN, RN, NE-BC

Vice President & Chief Nursing Officer

Nurse Retention

18-month engagement

6,400 staff

From Scholarto LeaderTransforming Team Culture

A persistent culture of incivility was driving new graduate nurses out the door within their first year. Here’s how Meridian rebuilt trust on the units that needed it most — and kept the nurses they worked so hard to hire.

38 %

reduction in first-year nurse turnover

21 pt

Harold Girado, MSN, RN, NE-BC

$4.2

M

avoided turnover & agency cost

Filter by outcome

Proven Results

Where the Framework went to work

Team Engagement

26-bed unit

+14

pts

increase in employee engagement scores (54 to 68) over 18 months

How Kaiser Permanente’s NICU raised team engagement by 14 points in 18 months

Conflict between nurses and physicians had created a culture of distrust and disrespect in this Level III NICU. A structured culture change program helped the team rebuild from the inside out.

Kaiser Permanente Santa Clara

Neonatal Intensive Care Unit (NICU)

THE AGGREGATE PICTURE

What changes when respect becomes non-negotiable.

health systems guided through culture change

0 +

average reduction in reported incivility

0 %

average improvement in nurse retention

0 %

leaders & staff trained worldwide

0 K+

YOUR SYSTEM COULD BE NEXT

Let’s write your results story.

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.

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