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BruceCoastal

BruceCoastalBruceCoastalBruceCoastal
  • Home
  • Pickleball
  • Alzheimer's
  • Patch
  • PatientFirst
  • Culture
  • Story
  • Fear-Love
  • mentalhealth
  • Affirmation
  • Mood Swings
  • journal
  • Diabetes
  • Cancer Education
  • Accountability
  • Procrastination
  • SuperSleep
  • backtosleep
  • Motivational
  • Knowthyself
  • Sunlight & Grounding
  • Service
  • peace
  • Beatles
  • Spiritual Formation
  • Prayers to HEAL
  • Scripture with Music
  • Smart-Time
  • Creativity
  • ZOOM
  • Mourning Death
  • Ingredients
  • BreakfastClub
  • Referrals
  • Bio
  • Sell
  • music
  • Goals
  • Marriage
  • Podcast
  • SevenPillars
  • forgive
  • boat
  • Meditate
  • Solar
  • chili
  • mindful
  • Purpose

Patient First (is it possible?)

Patient First (is it possible?)

Patient First (is it possible?)

Patient First (is it possible?)

Patient First (is it possible?)

Patient First (is it possible?)

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    Bruce Seidman’s Precepts for ultimate "Patient FIRST":

    Rule CCCC: FIVE over-arching ideals in your work

    Rule CCCC: FIVE over-arching ideals in your work

    Rule CCCC: FIVE over-arching ideals in your work

    Character:

    Moral compass, ethics, keep word


    Calling:

    God’s gifting, and experiences

     

    Chemistry:

    When people work together


    Culture:

    Overrides PROCEDURES


    Pelican:

    Be a PeliCAN, not a PeliCANT




    Staff Retention is Number 1

    Rule CCCC: FIVE over-arching ideals in your work

    Rule CCCC: FIVE over-arching ideals in your work

    • Nurses like money, too!


    • Staff Patient ratio perfected


    • Admin & Direct Management Support is the entire key


    • More Control over "breaks / lunch"



    Keep senior nurses happy

    Rule CCCC: FIVE over-arching ideals in your work

    Keep senior nurses happy

    Are your staff retention policies encouraging superior skills, experience, and "local knowledge" to (literally) 

    walk out the door?


    Get senior nurses inputing / advising on decisions (not lip service, please!)


    Systems thrive when they are able to cope and adapt to uncertainty

    New Hire Training

    Bruce Seidman RULE:

    Keep senior nurses happy

    • Is it systems-driven, not old-guard driven?
    • Is it mostly during night shift, when pace is slower and coaching skills/local knowledge transfer is more organic?

    We Crave Recognition

    Bruce Seidman RULE:

    Bruce Seidman RULE:

    • In-person trumps webpage
    • Regular recognition periods
    • Surprise encouragement visits
    • Out of the Blue recognition
    • Whole Unit / Floor "pats on backs"
    • tons more . . .

    Bruce Seidman RULE:

    Bruce Seidman RULE:

    Bruce Seidman RULE:

     

    “Patient First systems needs CHANGE in order to thrive.”


    Let me repeat:  “Patient First systems needs CHANGE in order to thrive.”

     

    Kaizen <--> Culture®:  perpetual MICRO improvements


    Systems thrive when they are able to cope and adapt to uncertainty

    Find out more

    Listen in: a CEO Client, on "Patient First" precepts

    "Culture Superseeds process"


    Bruce Seidman: brucecoastal.com/culture

    What is Bruce Coastal Kaizen Culture ® anyway?

    Why Relisten?

    listen to other audios inside "bruceCoastal" -- 1.5x speed

    What do you want to build in YOUR hospital?

    PDF Viewer

    Download PDF

    HOSPITAL ADMINISTRATORS Frequently Asked Questions

    Please reach us at bruce@brucecoastal.com if you cannot find an answer to your question.

    Invest 15 minutes with me on a scheduled phone call.  That's all it will take for me to answer this valid question for you.  I'll need to ask you 2 simple questions upfront in order to give you relevant data for YOUR hospital (questions that only YOU can answer)


    YES.


    Seriously...just not in "6" months.  It takes micro changes over time, it takes SOFT-SKILLS training, scaled, on people's phones, using AUDIO and INFO-GRAPHICS, with repetition. "An organization is the length and shadow of its leader" (not the Board).  Peter Drucker wrote that over 60 years ago (I added: "not the Board"). It takes 

    "enter-TRAINment mini-ZOOMs" with heterozygous (opps...I mean heterogeneous,  personnel from different pay-scales seeing each others faces' LIVE repeatedly).  And most of all, it is EXECUTING ACCOUNTABILITY (translation: measurement) all the way down to the lowest job in your hospital. (and ... NOT in your hospital: APPS, software, NEW MACHINES, sale reps, suppliers...)


    So, "YES," you should hire an external "previous leader" to shake up your status quo.  My task is to CONSULT my way out the door!


    Invite me in.  You will know this answer in 5 minutes (probably less).


    It's not me that is different.  It's that I already understand your world, and you will want to listen to:   

                     Listen in: a CEO Client, on "Patient First" precepts (above), 3 minutes 38 seconds.


    Yes, the young nurses think they know it all.  Yes, they are a bit on the whiny side (compared to more experienced nurses).  Yes, it's true: young nurses are spoiled (maybe even go as far as "bratty at times."  Bruce Seidman's processes, 

    Kaizen <--> Culture® remedies the generation gap, period, end of story.


    But, it takes training, it takes work, it takes OFF THE CLOCK pairing of senior nurses with young nurses, mano y mano, over many repetitions coupled with the appropriate checklist for a specific task.




    Well, maybe you shouldn't.  If your employees are engaged, motivated to cover their shifts each day and each night, don't change a thing. Happy staff equals great PATIENT care!  If however, that is not the case, then maybe you want an OUTSIDE GUY in here to shake it up.  Visit the CULTURE tab in the menu bar above (upper left, 3 horizontal lines) to see Bruce Seidman's proven methodology.  Also, click on the KAIZEN logos here.


    "CRUCIAL CONVERSATIONS" WITH YOUR BOARD MEMBERS

    Culture transition starts from the outside. Culture transformation ends (and begins again) as an inside job


    Bruce Seidman, July 2009

    CULTURE SUPERSEEDS PROCESS*

    Download PDF

    Individual "Assessments" to catalyze CHANGE

    BOOSTING the CULTURE of your organization:  We use the BluePrint Toolset(r) from The Pacific Institute.  Please listen to this short audio (2x speed)


    2x speed:   https://www.audioacrobat.com/play/WKYKYt8q


    Very Short Audio

      

    nurses - doctors - orderlies - phlebotomists- janitorial staff - technical support - outside support vendors to equipment - technicians - Rad Tech staff - Ultrasound

      

    . . . the actions we take

    . . . the choices we make

    . . . the standards we hold ourselves to

    . . . the way we treat people overall (not because they are in a blue hospital gown)

    . . . the things we care about

    . . . the difference we make for people

    . . . the opportunities we accept (and turn down)

    . . . always doing the right thing, right now, and when no one is there to see it (patients, too, because we are not always in our patients' presence)

    culture CASE STUDY -- SEE HOW MS. MARY BARRA is changing General motors: (click corvette)

    Case Study in CULTURE

    SYSTEMS THRIVE WHEN THEY COPE & ADAPT TO UNCERTAINTY ...who is Bruce Seidman and why should I trust his previous leadership and his expertise?


    https://www.audioacrobat.com/note/CYD2kD1s

    I speak these words:

    Copyright © 2019 - 2025  Bruce Seidman - All Rights Reserved. bruce@brucecoastal.com

    • Pickleball
    • Alzheimer's
    • Patch
    • PatientFirst
    • Culture
    • Fear-Love
    • mentalhealth
    • Mood Swings
    • Diabetes
    • SuperSleep
    • peace
    • Spiritual Formation
    • Scripture with Music
    • ZOOM
    • Referrals
    • Bio
    • Goals
    • SevenPillars
    • Purpose

    SO MUCH HERE!