In your response posts, critique ?your peers’ elevator speeches. Offer

In your response posts, critique  your peers' elevator speeches. Offer advice for improvement and identify areas of strength.

Post #1

Michael Kruzinski 

Hello Class,

The key stakeholder is Angelo Calbone, the CEO of Saratoga Hospital in Saratoga Springs, New York. My program design focuses on developing an additional mental health outpatient clinic to supplement the current Community Health Center which is part of Saratoga Hospital. My elevator speech I would deliver to my key stakeholders is as follows:

It is frightening how mental health illnesses are impacting our community of Saratoga and the nation right now.  Numerous people are suffering from mental health illness and COVID 19 has exasperated the mental health crisis in our region. However, many people do not know how to get much needed services to help deal with this issue. As the lead Healthcare Administrator, we have an opportunity to utilize our healthcare professionals and experts to develop an additional mental health outpatient clinic here is Saratoga which will promote awareness,  and deliver quality care to our community members during these trying times. 

Post #2

Nicole Napier

The stakeholder is Maureen Johnston, the Chief of Nursing at MIT Medical. My program consists of having a nurse dedicated to training new nursing employees as employee survey and HR data suggests we are considerably lacking in this area.

Hi Maureen. I know nursing turnover rates have been considerably high in the past few years. When nursing staff leave, it can be mentally and physically draining on the nurse managers and department staff. Nursing staff turnover was 32% in 2018 and 42% in 2019.  My program incorporates a clinical nurse trainer (CNT) to help with this issue. The CNT can train new nursing staff in a simulated environment. The CNT will first administer a learning needs assessment to understand the learning style of the new employee and tailor the training in that manner. This training will take between 4-6 weeks (depending on the employee) and will result in the employee being more prepared and supported for their new job role. This will result in increased employee confidence as well as satisfaction from the team members and as a result, better retention. I would love to get you and other nurse managers on board with this program.