The 2015 TONE Annual Conference Was a Great Success!

February 19 and 20, 2015 proved to be fantastic days. Dr. Cole Edmonson, President of TONE, shared his enthusiastic support of the TONE Annual Conference, stating "This year’s TONE conference was simply outstanding. We had fantastic speakers, vendors and sponsors and a record attendance for the preconference and the conference. Over 150 nurses attended the Nurses on Boards preconference to learn about the art of governance and the impact nurses can have on boards. The conference saw 271 attendees who learned about the art of communication as leaders. We are incredibly grateful for the dedicated members of TONE, conference planning committee and our board and officers. You are the strength of TONE and what makes us great! Thanks for creating a brilliant future for the nursing profession." 

The headline of the event was The Power of Communication. Ms. Libby Spears, Educator, Liberator, and Entertainer, gave a dynamic keynote presentation kicking-off the 2015 TONE plenary sessions with Talkin ‘Bout My Generation: Generations in the Workplace Should Be Your Greatest Strength, Not Your Biggest Headache. Currently, we have four generations in the workplace. Fraught with misunderstandings and finger pointing, generational differences in the workplace can be viewed as assets rather than liabilities. Creating an environment and engaging in dialogue where generations can move toward a place of mutual understanding and respect is a desirable workplace end state. A number of easy-to-apply strategies for understanding each generation and communicating more effectively were shared with the conference attendees. Although there are definite differences that apply to the various generations, it is important to remember that in the end, all four generations have the same common goal—to be good nurses. Communication is the biggest barrier to professional fulfillment and can be overcome by acknowledging generational specific characteristics, capitalizing on them, and facilitating dialogue leading to understanding and effective teaming.

Dr. Bonnie Clipper, DNP, RN, Chief Nursing Officer for Medical Center of the Rockies presented tips for Effectively Leading the Current Workforce. Following the lead of Ms. Spears, Dr. Clipper continued the focus on understanding the generational differences and how we as leaders can more effectively interact with each generation. Communication needs and goals are different which creates challenges for finding collaborative ways to accomplish the goal of improving health. The four generations need to be considered in the workplace and approached differently. When motivating the different generations the traditionalist needs a personal touch, the Baby Boomer needs to be involved, the Gen X’ers need laxness and the Millennials need fun. Additionally, recruitment and retention strategies look different for each generation. Recruiting the Traditionalist needs consideration of the value of their experience, the Baby Boomer needs to know how he or she can be a star in the organization, the Gen X’er needs an emphasis on balance and technology, and the Millennial needs you to sell the organization tied to the values as well as their opportunity for growth. To retain the Traditionalist offer flexible schedules, shorter hours, or seasonal work, the Baby Boomer needs to assist in developing educational materials and have frequent recognition, the Gen X’er needs frequent options and flexibility to drive processes, and the Millennial needs involved in decision-making and real time feedback.

The Power of Data Driven Communication, presented by Ms. Trish Anen, MBA, RN, Vice President Clinical Services, Metropolitan Chicago Healthcare Council, introduced conference attendees to CAP2. Ms. Anen utilized CAP2 – Center for Advancing Provider Practices – project data to demonstrate using the power of data to drive organizational change. APRN/PA statistics from multiple facilities has been used to increase practice to the top of license, decrease costs, influence policy, and increase access. Nurse Leader attendees were also reminded our own Florence Nightingale used data to identify variation and improve outcomes through communicating data to decision makers.

Ms. Rhonda Collins, MSN, RN is the Vice President and Chief Nursing Officer for Vocera Communications. Her background in technology and communication was evident as she walked the audience through communication basics and the next frontier with the session titled Communication and the Patient: Sustainable Solutions in a Rapidly Changing Environment. In the 1980s, hardware, software, and scalability were at the forefront for design engineers. Today, it is no longer about the hardware but about workflow and sustainability. Not any one device fits every situation; however, the infrastructure needs to be able to grow with the organization and remain secure. Communication is an art and very few individuals are a "natural". Some organizations have developed tools to ensure that the correct information is being communicated between providers and patients. Many organizations have also developed interruption-free zones to prevent miss communication as errors. Others are considering a Clinical Communications Manager to have oversight in technical and clinical aspects of communication. Communication and technology will continue to evolve together; how healthcare evolves with it is still to be seen.

Continuing the TONE annual conference’s focus around communication, Ms. Sherri Neal, Vice President for Cultural Development and Inclusion for Hospital Corporation of America (HCA) presented Cultural Diversity and Communication, highlighting different aspects of diversity, inclusion and culture competence and, specifically how these initiatives bolster award winning employee and patient cultures. Ms. Neal described cultural diversity facts of the populations that healthcare providers are now serving and with four generations of nurses in the current workforce how challenging communication among each other and their patients can be. It was noted that "inclusive organizations" have the highest employment engagement which in turn leads to higher employee performance and productivity. Ms. Neal reflected that culturally competent care model brings together a combination of attitudes, skills and knowledge that allows healthcare providers to better understand and take care of their patients regardless of social, cultural or linguistic needs. Ms. Neal simplified it well when explaining diversity is about authenticity and just paying attention. As leaders simple acts to increase communication are paramount and we have to commit to good communication. In summary, Ms. Neal stated, "Diversity is being invited to the party- Inclusiveness is being asked to dance" and to that end, cultural diversity and communication = cultural competence.

Wrapping up the day, Mr. Darrell Payne presented on Communicating with Diverse Staff and Inclusion. Mr. Payne has a wide variety of experiences, including social worker, athletic director and attorney. Mr. Payne spoke on strategies that encourage inclusion when dealing with a diverse staff. He emphasized that the organizational culture must be open and positive, employing such tactics as respect and confidentiality, with the expectation of open and honest dialogue between employee and employer. Team members are diverse no matter what the situation – work, athletics, church or school; each person has their own unique personality and characteristics. It is the leader’s responsibility to get to know their employees on a personal level and determine what motivates them in the work place. It is important to remember that what is visible on the outside might not accurately represent the individual; as leaders we should not form rash judgments, but instead, should make an effort to get to know the person. Mr. Payne suggested that we manage by trusting our employees to "do their thing" while we provide constructive feedback and ensure transparency and creative, synergistic problem solving in an atmosphere of mutual respect. Diverse relationships can certainly be challenging. As leaders, we must act as role models and exhibit behaviors associated with acceptance and appreciation of all staff – no matter what their background!

The people that made the conference a reality need to be commended! Thanks to Caryn Iverson, Paula Webb, Lucy Norris, Valerie Kiper, Sandy Haire, Trent Fallis, Jeanne Leake, Tina Mendola, Amy Seward, Joyce Batcheller, and Karen Baumann.

Special thanks to Laura V. Alvarado, Vicki Brockman, Jane McCurley, Susie Cassel, Valerie Kiper, and Caryn Iverson for their contributions to this article.