Shifting workplace behavior to inspire learning: a journey to building a learning culture.
This article discusses the process of building a learning culture. It began with establishing acceptance and connection with the nurse unit manager and the ward team. In the early phases of developing rapport, bullying became apparent. Because bullying undermines sharing and trust, the hallmarks of learning environments, the early intervention work assisted staff to recognize and counteract bullying behaviors. When predominantly positive relationships were restored, interactions that facilitated open communication, including asking questions and providing feedback-behaviors commensurate with learning in the workplace-were developed during regular in-service sessions. Staff participated in role-play and role modeling desired behaviors. Once staff became knowledgeable about positive learning interactions, reward and recognition strategies began to reinforce attitudes and behaviors that align with learning. Through rewards, all nurses had the opportunity to be recognized for their contribution. Nurses who excelled were invited to become champions to continue engaging the key stakeholders to further build the learning environment.
Logan Hospital, Metro South Health Service District, Queensland Health, Queensland, Australia.
Sue
S
Schoonbeek
Amanda
A
Henderson
D004509:Education, Nursing, Continuing / Q000458:organization & administration*; D006801:Humans; D007400:Interprofessional Relations; D009042:Motivation; D009740:Nursing Staff / Q000458:organization & administration; D009746:Nursing, Team / Q000458:organization & administration*; D015279:Organizational Culture; D017132:Workplace