We welcome all writers. Before submitting your article, please click on the link below and read the simple guidelines. All approved articles will be listed here in an abstract form and sent out on demand. When your article is approved, we will send you an email with a link to your article in our library.
Welcome to the KNL Leadership Library, the first and only online educational resource dedicated to maternal/child and women's health leaders. Our goal is to provide an avenue for communication, education, and encouragement among all levels of leadership.
Disclaimer: Any opinions, findings, and conclusions or recommendations expressed in an article are those of the author(s) and do not necessarily reflect the views of Key Nurse Leaders.
Nursing staff in Labor and Delivery units are on the front lines of the effort to collect umbilical cord blood at the time of childbirth. In hospitals across the nation, expectant parents may arrive at the time of delivery carrying a cord blood collection kit, with the anticipation that someone on their delivery team will perform this service for them. Some hospitals have partnerships with cord blood banks in which designated staff are assigned and trained to perform cord blood collections. Other hospitals expect that delivery personnel will maintain annual certification training for collection and storage of cord blood. This is an emerging medical service where practices have not been standardized.
You don't have a resume or it's not updated. Your dream job is available and you need to act before the opportunity becomes someone else's dream job. Great resumes don't get created in a weekend. Make time. Do it. This is your personal marketing document.
Applying a Multidisciplinary Approach Using the Teamstepps Communication and Teamwork Methodology While Debriefing a Critical Event SimulationLaurel Schultz, MS, lRN, C-EFM
An innovative safety program which incorporates a multidisciplinary approach to team debriefing and high-fidelity simulation-based training during a simulated critical event (shoulder dystocia).
A solution for instrument count when omitted due to an emergency cesarean section.
Prenatal classes play a pivotal role as a key patient satisfier when they are incorporated into maternity services as an integral part of comprehensive family centered care. The classes for expectant parents, their families and extended families provide hands-on education for a wonderful birthing experience, family dynamics, infant care and child development.
In order for nurse leaders to achieve success, they must have high Emotional Intelligence (EI.) Although it has taken a front seat in education, psychology and organizational development, EI research has been slow to emerge in healthcare. We will explore the five core domains of EI: self-awareness, self-regulation, motivation, empathy and social skills along with their relevance to nursing leadership. Neurobehavioral research on the limbic system indicates that EI can be learned a variety of ways. As health care reform pushes us in many directions, strong leaders will be needed to drive the change, set a positive tone and accept the certain setbacks graciously.
Creating ways for parents and their sick or premature newborns to bond in the first few days and weeks of life has historically been a challenge for most neonatal services in the United States. Separation between mother and baby due to newborn illness can cause great stress and affect the mother-infant relationship and their ability to bond equally (Kearvell & Grant, 2010). Neonatal couplet care offers a solution to separation by keeping the mother and her ill or premature infant together from admission to discharge. This is done by providing postpartum care for the mother and advanced neonatal care for the sick or premature infant, in the same room thus preserving the mother/baby dyad. This innovative model of care overcomes the traditional barriers to mother/baby bonding in the neonatal intensive or intermediate care areas. This article will discuss the philosophy, design, implementation, barriers and benefits of the neonatal couplet care model.
The article describes a simple study that was completed to better match the actual staff to that required for a Level III referral obstetric unit. Independent observers recorded hourly data for randomly selected days over all three shifts for a total 56 observation periods. Required staff was calculated based on recommended standards and a staffing pattern was developed that more nearly matched the pattern over the course of the day and was sufficient for 90% of the observed requirement. Additional strategies were put in place to provide resources for the times when required staffing exceeded the scheduled staffing. This resulted in an actual reduction in personnel cost per delivery.
Issues occurring with human milk, on multiple occasions, in different sites of a multi-hospital system led to the development of a work team to examine the problem and formulate recommendations for improvement. This hospital system was composed of seven hospitals in north central and northeast Florida. This paper will give an overview of the issues that led to the development of the core policy. Discussion of the elements included in the policy will also occur.
Identification of characteristics of effective nurse management within unionized settings.
What are the commonalities of certain obstetrical units that are able to manage risk and document positive patient outcomes? This does not happen by accident, rather these units display an organizational culture where patient safety is the #1 priority and specific management and clinical practices are developed which help prevent neonatal and fetal injury.
Part of a successful budget and productivity management includes calculation of hours per patient day to measure the workload on a nursing unit or department. Deborah Block provides tools to help classify and validate these hours so you have a working knowledge about the number side and can provide accurate information.
This article explores retrospectively one hospital's journey in implementing the WHO Baby-Friendly standards and the resulting designation and what it means for the organization and the patients. It all begins with dialogue and understanding the value of this simple and fundamental commitment to natural infant feeding. In the end, the overriding goal is to equip mothers to care and feed their infants safely while respecting the choices that are made in the process.
This article explores the inner workings of a nurse's strike and how trust and teamwork is rebuilt and reestablished following contract agreement. It all begins with dialogue and openness to tackle the difficult issues. In the end, the overriding goal is to care for patients safely but agreeing on the process is the hard part.
The Mom-to-Mom support program was developed by a Nurse Educator in order to help parents not only find the answers to their many unanswered questions but to also help parents find emotional support from those that have "been there".
Family Centered Maternity Care is an innovative care model that focuses on the priorities and needs of mothers, their infants and families. Mothers and infants are cared for as a "couplet" by the same nurse, in the mother's room, to facilitate teaching of parenting skills and to promote family bonding. This article examines the business objectives of this model that allow hospitals to remain competitive in the fast-paced healthcare marketplace.
With the advent of pre-birth diagnostic tools, healthcare providers are faced with the dilemma of how to economically provide support to families when these families are faced with potentially lethal diagnoses for their unborn babies. Can your hospital afford to offer options? Intermountain Healthcare, an integrated system with 24 hospitals based in Utah, implemented a program called Angel Watch that includes home visits, through the Maternal-Fetal Medicine department. This service is provided at no charge to the patient/family and has had a minimal budget impact. Knowing this kind of service is needed and wanted, clinicians and families have been grateful for the creation of just such a program. Angel Watch is a model worth examining.
The article reflects on how the nursing shortage contributes to short staffing issues and consequential adverse effects on patient care outcomes. The purpose of the article is to provide nurse managers with indicators they might use in identifying short staffing concerns on their units, potential outcomes for addressing the problem and interventions that can be implemented to resolve immediate and future staffing issues.
Learn how one hospital used process management to enhance their clinical path efforts and redesign their care delivery system for obstetric mothers and their newborns. The outcome of their analysis led to the development of a Wellness Model.™
The emphasis on women's health, fitness and wellness has brought forward the need for women to pay attention to their bodies during recreation, work, and throughout their life spans. This article focuses on incorporating physical therapy modalities into prenatal and pre-discharge programs.
Although charting forms have evolved over time to meet the changing needs in healthcare, little has changed in the process of documentation until the introduction of computers in healthcare in the late 20th century. The authors describe their experience in moving a maternal/child unit from paper documentation to a computerized process. One of the important lessons learned about the move from paper to computerized charting is that the process is not automatic.
Follow one nurses' journey as she manages a construction project to renovate the labor and delivery department. She shares guidelines, lessons learned, and the challenges along the way resulting in one of the most rewarding experiences of her life.
Nurse Managers face tremendous challenges as front-line leaders in a tumultuous health care environment. The first year as a new nurse manager is critical to long-term success in the role. A step-by-step guide for a new nurse manager's first year can facilitate their success.
The prospect of designer babies, like many of the ethical issues posed by the genetic revolution, is confronting the world so rapidly that doctors, nurses, ethicists, religious leaders and politicians are just starting to grapple with the implications-and trying to decide how they feel about it. This article explores the dynamic world of genetic/sex selection and addresses the ethical issues surrounding the technology of today and the possibilities of tomorrow!
Hospitals in all communities differ greatly due to patient populations. Offering a "VIP" package for patients helps to create an experience, regardless of the location of the hospital -- rural, metropolitan, inner city. The goal was to provide services that parallel that of the hotel industry for every hospital and every budget. Focusing on women and embracing their new life and new beginning.
Nurses in management positions typically don't have an accounting or financial background. So, where do they begin when asked to develop a budget? A budget is a plan, roadmap, or a tool used to ensure that quality and cost-effective services are provided to patients. Specifically, nurse managers use budgets to monitor personnel and supply costs. Nurse Managers need to be familiar with various types of budgets, particularly the operating budget because the nurse manager works closest to the patient and knows exactly what is needed to provide care and services. (Finkler, 2001.)
The use of essential oils and aromatherapy for therapeutic and medical purposes has been used for thousands of years, and is now being revived in holistic healthcare, with one use as a non-pharmacologic alternative for pregnancy and childbirth. Aromatherapy takes into account the entire person, both physically and mentally. Each woman is an individual and so, too, will be the essential oil mixture for her.
How can a department create a work schedule that staff and management are happy with, while minimizing the number of management hours involved in creating the schedule? The nightmare of creating a staffing schedule has touched every nursing leader at some point in their career. Organizations spend millions of dollars on computer software systems in an attempt to simplify this task, with the hope of gaining back work force hours. Engaging staff in the self-scheduling process will minimize management involvement, increase productivity and increase staff satisfaction. (May request in article or poster form)
How can healthcare providers faced with multiple challenges every day find time to communicate efficiently and effectively in meeting and managing staffing/patient needs? Focused training using a "Team Training" model to educate all RN staff to the charge role in decreasing safety variances and increasing customer satisfaction. (May request in article or poster form)
Regardless of the size or location of the service line, hospital or health care system, managers/directors work in a complex, challenging, yet very rewarding position in healthcare. They are given opportunities each day to connect with physicians, nurses, patients, families, support personnel, peers and team members. They truly can make a difference in a career field filled with growth potential.