b'Good for Nurses, Good for Patients: Creating a Healthy Work EnvironmentNicklaus Childrens Hospital Receives the The Sigma Theta Tau International (STTI) 2019 Healthy Work Environment AwardThe Sigma Theta Tau International Honor Society of Nursing presented its annual Clinical Healthy Work Environment Award in 2019 to Nicklaus Childrens Hospital . The award culminates a system-wide journey towards a healthier work environment for nurses and across all disciplines at the organization . The endeavor began in 2017 when the hospitals nursing leaders received feedback from nursing staff amongup with building a culture that rejects incivility while various units regarding a concern with discourtesypromoting professional practice, and finally, hardwire among certain staff. A comprehensive assessment wasand sustain a new norm . During Phase One, the conducted by an external expert validating concernsleaders were equipped with an understanding of how regarding incidents of disruptive behaviors . In June ofworkplace discourtesy impacts their department and that same year, an intervention to create a healthierpatient outcomes . The unit environment was assessed workforce and improve professional conduct at Nicklausthrough baseline data collection, disruptive behaviors Childrens Hospital was initiated .were identified and destabilized, coalitions with the leadership team were formed, and a sense of urgency To address negative behaviors and create a foundationfor the work ahead was created . A series of four half-for professionalism, a strategic plan was developed .day workshops on the topic of workplace, discourtesy, Nursing leaders in certain highly identified areasand creating a professional work environment were received intensive coaching from the externalconducted with front-line leaders and clinical nurses . consultant on strategies, tools, and resources toThe staff and leadership teams were subsequently address disruptive behaviors . Clinical nurse championseducated on disruptive behaviors and their impact embraced this approach as well, and continued tothrough a series of foundational workshops, articles, and spearhead efforts to improve care. The programevidence-based resources . Phase Two included setting was implemented through a four-phase strategy tobehavioral expectations and skill development . During first heighten awareness and recognition, then setthis phase, clinical nurses identified expectations for behavioral expectations and skill development, followprofessional behavior and were provided education and training related to common behaviors . Additionally, Healthy Workforce best practices were infused into each departments culture . An employee-driven, unit-based professional practice agreement was created . Healthy Workforce bulletin boards and spaces were created to house agreements and materials related to the professional work environment . Best practices for a Healthy Workforce were integratedinto daily, weekly, and monthly practices, including shift huddles, staff meetings, monthly themed topics, and weekly debriefings.Phase Three focused on building a culture that rejects discourtesy and promotes professional 20 Nicklaus Childrens Hospital'