If you’ve worked in healthcare leadership for more than five minutes, you already know this truth: despite all the advancements we’ve made, bullying and incivility are still alive and well in many departments. And while we’ve spent the last decade helping organizations address these issues, the reality is this – we can’t change the culture without equipping leaders with practical strategies.
That’s exactly why I updated and expanded my book Enough: Eradicate Bullying and Incivility in Healthcare – Strategies for Frontline Leaders. So today, I want to give you a behind-the-scenes look at some of a few of the most effective strategies for healthcare leaders – simplified and ready for you to use immediately.
Strategy #1: Build a Strong Relationship With HR
One of the most important strategies for healthcare leaders – and one we get wrong all the time – is partnering effectively with HR.
Leaders often feel HR is a “brick wall.” HR often feels leaders come to them too late with no documentation. So the real issue isn’t resistance – it’s misalignment.
Here’s what you can do:
- Communicate early and often.
- Give HR context before an issue escalates.
- Document consistently (yes, even the good stuff!).
- Follow a clear process for escalating behavior concerns.
Your HR partners can be your strongest allies if they understand what’s really happening on your team.
Strategy #2: Establish and Communicate Your Accountability Process
Your employees can’t see what’s happening behind the scenes, so if you’re documenting, coaching, or escalating someone’s behavior privately, they may assume you’re “doing nothing.”
To fix that, tell your team: “Whenever a concern is brought to me, I follow a consistent process. You may not see it, and I can’t share details because it’s confidential – but please know I always address concerns.”
This one clarification alone has helped dozens of leaders regain trust with their teams.
Strategy #3: Address the Culture Daily – Not Just When Something Breaks
One of the strongest strategies for healthcare leaders is adding Healthy Workforce as a standing agenda item in every meeting.
Why is it so powerful? Because it gives you permission to talk about behavior regularly, not just when someone blows up at the nurses’ station. Whether you’re reviewing teamwork wins, reinforcing expectations, or addressing common concerns – small, consistent conversations prevent big problems later.
Strategy #4: Use the 20–60–20 Rule to Prioritize Your One-on-Ones
Not all employees need the same level of your time and attention.
- 20% are your superstars
- 20% are your resistors
- 60% are your sprouts – the ones on the fence
Your sprouts are the most influenceable group, which means your one-on-one time is best spent right there.
When you meet with them, try this simple two-part structure:
- “Here’s something you’re doing really well…”
- “Here’s something I’d love for you to work on…”
A little focused attention can prevent a good employee from sliding into the resistor group.
Strategy #5: Create a Culture of Caring Communication
One of my favorite chapters in the book explores four initiatives that reshape the way teams communicate:
- Sacred Spaces (no gossip or arguing in patient care areas)
- Shift Success (ending the “us vs. them” mentality between shifts)
- Mother Bear (protecting your newest nurses)
- Red Carpet Treatment (welcoming float or pulled staff like VIPs)
These initiatives transform culture not through a big, dramatic overhaul, but through small, daily commitments. When employees understand the why behind them, they become invested in making the culture better.
Strategy #6: Kindness as a Leadership Skill – Not a Soft Skill
Kindness is not the same as being “nice.” Kindness means telling the truth, even when it’s uncomfortable, because you care enough to help someone grow.
That’s why I also emphasize radical candor in the new edition of the book.
Radical candor = care personally + challenge directly.
One of the best things you can say to your team is: “My goal is to help you become the kind of clinician I’d want caring for my family. That means I’ll give you a lot of feedback – both positive and constructive.”
When your intention is grounded in care, accountability feels supportive, not punitive.
Ready to Go Deeper?
These strategies will get you started, but they’re just a glimpse of what’s inside the book. If you want:
- documented processes,
- sample scripts,
- step-by-step escalation tools,
- and access to the full Resource Vault…
…you’ll want the whole roadmap.
This is your time. You don’t have to tolerate disruptive behaviors. You can cultivate a culture where bullying is rejected and kindness becomes the norm – and I’d be honored to guide you.
👉 Get your copy of Enough! Eradicate Bullying & Incivility in Healthcare – Strategies for Frontline Leaders today.
Thanks for being here and for the work you’re doing every day to make healthcare better… not just for your patients, but for your people.
