4 Ways to Support Your Workforce Going Into 2025

The end of the year can feel like a whirlwind. For many, it’s a time of balancing personal and professional demands, often overextending themselves during a season that should feel restorative. In healthcare especially, your staff could benefit from extra support as they navigate these challenges. By taking intentional steps to support your workforce now, you empower them to show up as their best selves—both at work and at home. These efforts don’t just benefit individuals; they set the stage for organizational success as you head into 2025.

Instead of putting things off until January, be proactive in these final weeks of 2024. A thoughtful approach to year-end strategy creates a happier, more grounded workforce and positions your organization for a stronger start to the new year. Here are some ideas:

1. Provide Flexibility

Flexibility is challenging in healthcare when patient care is the top priority. However, during the holiday season, your staff are likely juggling increased responsibilities both in and outside of work. Offering even small accommodations can make a big difference.

Look for ways to redistribute workloads by analyzing transferable skills, allowing team members to step in where needed. Proactively planning for potential staffing shortages can also prevent any one person from shouldering an undue burden. These adjustments not only relieve stress but also demonstrate a commitment to supporting your team during a demanding time.

2. Touch Base on Career Goals

December is often a period of reflection, and your staff may be thinking about their professional aspirations. This is the perfect opportunity to connect with them about their career goals and discuss how your organization can support their growth.

A workforce filled with well-rounded, ambitious professionals is a more agile and resilient one. Show your commitment to their development by having a learning and development plan in place. This also provides an opportunity to embrace skills-based training and upskilling initiatives. Implement tools that offer tailored learning opportunities, meeting employees where they are without overwhelming them. By investing in their aspirations, you’re investing in a stronger, more future-ready team.

3. Have a Game Plan

The hectic pace of the holidays can make it easy to lose focus on long-term priorities. Yet, building a foundation for the future requires staying organized in the present.

Support your workforce with tools that streamline critical tasks like skills mapping, certification tracking, and learning management. Centralizing these needs can save time and reduce stress, ensuring you’re not scrambling to catch up in January. By letting the right systems handle the heavy lifting, you can give your staff the attention they need now while staying on track for 2025.

4. Spread Cheer

The holidays aren’t always the “most wonderful time of the year” for everyone. Stress levels often spike, making it essential to prioritize workplace well-being. The American Heart Association has a few interesting figures to consider:

• 51% of Americans say it takes them weeks to recover from holiday stress.
• 71% regret not taking enough time to relax and enjoy the season.
• 79% admit that focusing on creating special moments for others often leads them to neglect their own needs.

Spreading cheer in the workplace can help counteract these challenges. Happier employees experience less stress, show up for patients as their best selves, and are more likely to feel satisfied with their jobs. However, it’s important that your efforts don’t add to their burden.

Simple gestures like decorating common areas, encouraging festive (patient-safe) attire, or hosting treat days can make the workplace feel brighter. Consider unique activities like a holiday trivia contest, a guessing game for the number of candies in a jar, or even a visit from therapy animals. These small moments of joy can leave a lasting impact, helping your team close out the year on a positive note. By focusing on flexibility, growth, organization, and well-being, you can support your healthcare workforce in meaningful ways. These actions not only honor their dedication but also set the tone for a successful and grounded 2025.

What is Confidently Held Misinformation?

Amplifire’s Patented, Confidence-Based Learning^®  Approach Explained

In educating learners, ensuring that learners understand and apply their knowledge correctly is paramount. However, one of the most insidious barriers to effective learning is Confidently Held Misinformation^TM (CHM^TM). Confidently Held Misinformation (CHM) instances occur when individuals believe they understand a concept or process but have actually learned it incorrectly—they are confident and wrong. Amplifire’s adaptive, confidence-based learning platform is designed to tackle this challenge head-on by identifying and correcting CHM. But what exactly is CHM, and why is it so critical to address? Let’s explore.

Understanding Confidently Held Misinformation^TM

CHM occurs when a person is convinced they know something accurately, but in reality, they have learned it incorrectly or have misunderstood the information. This type of misinformation is particularly dangerous because the confidence with which the incorrect information is held makes it harder to detect and correct.

For example, an employee might confidently believe they understand the proper procedure for handling a piece of machinery, but if they’ve misunderstood a critical step, this misinformation can lead to errors, inefficiencies, or even dangerous outcomes. The confidence they have in their incorrect knowledge means they are unlikely to seek out clarification or further training, perpetuating the misinformation.

The Dangers of Confidently Held Misinformation^TM

The impact of CHM can be far-reaching:

• Errors in Execution: Employees who act on CHM are likely to make mistakes. These errors can range from minor inefficiencies to major incidents that compromise safety, quality, and productivity.
• Increased Risk: In industries where precision and accuracy are critical, such as healthcare, manufacturing, or finance, CHM can pose significant risks. For instance, a healthcare professional who misremembers a dosage calculation could endanger a patient’s life.
• Resistance to Learning: When employees are confident, they may be resistant to corrective feedback or additional training. They may believe that further learning is unnecessary, which perpetuates the problem and makes it more difficult to correct.
• Wasted Resources: Training programs that fail to identify and correct CHM may lead to wasted time and resources. Employees may pass through training modules without realizing they’ve misunderstood key concepts, leading to continued mistakes on the job.

How Amplifire Addresses Confidently Held Misinformation^TM

Amplifire’s patented confidence-based learning platform is specifically designed to identify and correct CHM through a combination of advanced algorithms, data analytics, and real-time feedback mechanisms. Here’s how the platform works:

1. Initial Assessments to Gauge Understanding: Amplifire begins by assessing the learner’s current knowledge and confidence levels. The platform presents questions and scenarios designed to probe the learner’s understanding of key concepts. 
2. Confidence Calibration: Importantly, Amplifire also asks learners to rate their confidence in their answers. By comparing learners’ confidence levels with the accuracy of their answers, Amplifire can identify areas where CHM exists. If a learner is confident but incorrect, the platform flags this as an area that needs attention.
3. Targeted Feedback and Remediation: When CHM is detected, Amplifire provides both immediate and delayed targeted feedback. This feedback is designed to address the specific misconceptions the learner holds, offering explanations, clarifications, and additional resources to correct the misinformation.
4. Adaptive Learning Paths: Based on the identified CHM, Amplifire adjusts the learner’s path to ensure that they spend more time on areas where misunderstandings exist. The platform may present similar questions in different contexts or provide additional practice to reinforce the correct information.
5. Continuous Monitoring and Adjustment: Amplifire continuously monitors the learner’s progress, adjusting the learning experience as needed to ensure that CHM is corrected. This ongoing adaptation helps prevent the re-emergence of incorrect knowledge and promotes long-term retention of accurate information.

The Importance of Identifying and Correcting Confidently Held Misinformation^TM

The primary goal of any training program is to ensure that employees can accurately apply what they’ve learned in real-world scenarios. CHM undermines this goal by leading to mistakes and errors in execution, which can have serious consequences. By identifying and correcting these misconceptions, organizations can reduce risk, enhance safety, and ensure compliance with industry standards. Correcting CHM also improves overall learning outcomes since learners who receive targeted feedback and remediation are more likely to retain accurate information and apply it effectively.

By focusing on areas where misinformation exists, Amplifire’s adaptive, confidence-based learning platform ensures that training is both efficient and effective. This targeted approach minimizes wasted time and resources, allowing employees to focus on areas where they need the most support. Respecting learners’ time with personalized learning fosters a culture of continuous learning and improvement. Employees become more open to feedback, more aware of their knowledge gaps, and more proactive in seeking out additional learning opportunities.

Interested in learning more about how to correct CHM at your organization? 

6 Key Takeaways from the Becker’s Webinar on Personalized EHR Onboarding

Discover why adaptive, personalized learning is essential for ensuring both new and experienced Epic users get the training they need to optimize performance and patient care.

For healthcare leaders seeking to boost efficiency and satisfaction among their clinicians, EHR onboarding presents a tremendous opportunity for improvement. Personalization has become the key to enhancing the learning experience, addressing the specific needs of individual learners, and improving their proficiency. In the recent Becker’s webinar, Kelley Williamson of UCHealth shared how allowing physicians to choose their own onboarding journey improved physician satisfaction and provided UCHealth with the data they needed to make informed decisions.

As Anne Hyland, Senior Director of Healthcare Client Solutions and EHR Program Director at Amplifire, explained during the webinar, “Personalized EHR Onboarding: Data-Driven Strategies for Efficiency and Satisfaction”, healthcare training is inherently time-consuming, resource-intensive, and costly. Trainers often face the challenge of balancing the need to cover all the necessary material l while reducing the time it takes to do so to facilitate training efficiency. Amplifire’s approach digs deeper into learning personalization for EHR onboarding, revealing some unexpected truths about even the most experienced EHR users.

Here are six key takeaways from this insightful webinar to consider when evaluating the efficacy of your EHR training program:

1. One-size-fits-all Training Falls Short of Addressing Individual Needs

Healthcare organizations have long relied on standardized training methods, but one-size-fits-all approaches often fail to meet the unique needs of diverse learners. In large health systems, the user base consists of individuals with varied experiences, roles, and specialties. A standard training program cannot cater to the specific knowledge gaps and responsibilities of each individual.

Take UCHealth, for example. Their providers—one of the most expensive and valuable resources within the system—were vocally dissatisfied with their previous “click-through-for-credit” learning system and lengthy, required in-person session. This approach left learners disengaged and underprepared to navigate the complexities of their EHR. Despite having completed their training, errors persisted in crucial tasks like admissions, discharges, and transfers. These mistakes ultimately impacted the overall efficiency of the health system and patient care.

The lesson here is clear: generic training methods don’t account for the nuances of individual workflows or knowledge gaps. A more tailored, data-driven approach is required to ensure that clinicians not only complete the training but truly master the system.

2. In-Application and At-the-Elbow Training Are Not Enough for True Mastery

Many healthcare organizations employ at-the-elbow support and in-application guides to assist clinicians during the onboarding process. While these tools provide assistance in real-time, they fall short when it comes to deeper, personalized learning. These forms of support may address immediate questions or provide orientation but lack the scientific rigor needed to ensure long-term retention and mastery of the EHR system.

Amplifire’s approach goes beyond this, using adaptive learning methodologies grounded in cognitive science. Brain science-based learning techniques focus on improving retention through strategies such as spaced repetition, confidence-based assessments, and active recall. These methods have been shown to help learners retain knowledge longer, learn faster, and apply information more accurately.

Adaptive learning personalizes the training process to each user’s unique needs, ensuring that they not only complete online training but also remember how to accurately navigate the EHR when they are back on the floor. 

3. Experienced Clinicians May Require More Training Than Expected

One of the most surprising findings from UCHealth’s EHR training journey was that Epic-experienced clinicians exhibited just as much “confidently held misinformation^®” (CHM^®) as new users that just completed other online EHR learning. CHM^® occurs when users are confident in their knowledge but are, in fact, mistaken. This is particularly dangerous in clinical environments where confidence can lead to incorrect actions that impact patient outcomes.

At UCHealth, Amplifire analyzed data from around 1,800 learners and uncovered nearly 18,000 instances of CHM^® across both experienced and novice users, and the CHM^® for those that had just complete other online training on the exact content only had a reduced level of CHM^® by a couple of percentage points. This indicates that prior exposure to the EHR system does not always correlate to efficient and accurate EHR use, nor just traditional online learning. Even seasoned users who have been working with the EHR for years may develop inaccurate shortcuts, gain unreliable tribal knowledge, or rely on outdated processes. Based on the data, even those that had just spent time learning the EHR displayed only 55% confidently correct knowledge.  

Matt Hays, Amplifire’s VP of Research and Analytics, stressed the significance of this finding: “Regardless of their previous experience or recent training, learners still had almost 18,000 things that would have been mistakes had they not been corrected.” This demonstrates the critical need for personalized training that identifies and rectifies these hidden knowledge gaps.

4. Amplifire Uniquely Identifies and Corrects Confidently Held Misinformation^®

Amplifire stands out in its ability to detect CHM^® at an individual level and correct it effectively, making it a vital tool for personalized learning. The platform uses an algorithm based on cognitive science research to identify instances where learners are confident in incorrect information. This is a game-changer for healthcare organizations, where traditional training platforms often overlook these hidden areas of misunderstanding.

The power of Amplifire lies in its capacity to uncover these dangerous gaps and then correct them in a way that ensures long-term retention. The algorithm does this by leveraging cognitive triggers like delayed feedback, priming, spacing, and repetition among others.

As Matt Hays noted, “The Amplifire algorithm leverages research in cognitive science, especially phenomena that run counter to how it feels like teaching works best or how it feels like learning is most effective.” In other words, the system uses evidence-based methods that may not always feel intuitive but are proven to correct misinformation and help people learn faster and remember longer.

5. Personalized Learning Saves Time While Enhancing Effectiveness

A common concern about personalized learning is that it might be more time-consuming than traditional methods. However, Amplifire’s adaptive learning platform actually accelerates the training process. By focusing only on the material that learners don’t already know or are unsure about, the platform allows them to bypass unnecessary content and spend their time more efficiently.

This efficiency translates into shorter training times without sacrificing quality. Clinicians are able to achieve mastery faster because they aren’t wasting time on concepts they’ve already learned or trudging through generalized content. For healthcare organizations, this means less time spent in training and more time for clinicians to focus on patient care and billable hours.

6. Satisfied Clinicians Lead to Improved Patient Care and Operational Efficiency

The ultimate goal of personalized EHR onboarding is to make clinicians more efficient in their use of the EHR system. When clinicians can quickly and accurately navigate the system, they have more time to dedicate to patient care. This, in turn, contributes to better patient outcomes and increased clinician satisfaction. Based on data from KLAS Arch Collaborative, the initial EHR onboarding experience directly correlates to clinician satisfaction metrics, giving health systems a key opportunity to make a difference for their providers’ wellbeing.

Before implementing Amplifire, 71% of UCHealth clinicians reported negative experiences with one-size-fits-all training. With personalized learning, however, their training was streamlined, focused, and respectful of their existing knowledge and expertise. Kelley Williamson shared how providers described their improved learning experience, “They love to be able to say, ‘Let me take my time or let me speed up. And I don’t have to sit in the classroom where the instructor is going through step by step.’ And that’s a really huge satisfier.” And this shift not only improved their satisfaction with the training process but also had a trickle-down effect, improving overall healthcare delivery. 

For healthcare systems that value clinician time, well-being, and patient care, personalized learning through Amplifire is an essential tool for achieving both operational efficiency and high-quality care.

UCHealth’s adoption of Amplifire’s adaptive learning platform illustrates the profound impact of personalized, data-driven training on clinician performance and satisfaction. By addressing confidently held misinformation, speeding up the learning process, and tailoring the experience to individual needs, Amplifire has helped UCHealth improve operational efficiency and boost clinician satisfaction. To learn more about how UCHealth transformed their EHR onboarding process with Amplifire, access the webinar recording and see how personalized learning can revolutionize your organization’s approach to training.

Personalized EHR onboarding: Data-driven strategies for efficiency and satisfaction

Beckers Webinar, September 2024

Nearly half of physicians continue to be affected by burnout, according to recent findings from the American Medical Association. Reducing the administrative burden and operational inefficiencies faced by physicians, including those related to the EHR, remains a crucial priority for hospitals and health systems. 

Leaders from Aurora, Colo.-based UCHealth understand that supporting physicians’ well-being starts on day one. During this live virtual session, experts will discuss how allowing physicians to choose their own onboarding journey improved new physician satisfaction at UCHealth, and how adaptive learning provides flexibility, efficiency, and confident mastery of the EHR.

Featuring:

PANELISTS:
Kelley Williamson
Director, IT, UCHealth 

Matthew Hays, PhD.
VP, Research and Analytics, Amplifire

MODERATOR:
Anne Hyland, Healthcare Client Solutions, Amplifire  

Fill out the form below to watch the webinar:

Limitations of Traditional Assessments

In the rapidly evolving world of business, staying ahead of the curve means not only upskilling your workforce but doing so in a way that is both efficient and effective. The limitations of traditional assessments are becoming increasingly apparent. To truly understand and enhance employee capabilities, organizations must dive deeper by assessing competencies to identify gaps and personalize the learning experience. 

The Limitations of Traditional Assessments

Traditional assessments often fail to meet the demands of a dynamic and diverse workforce. They fall short in several important ways.

• One Size Fits All: Conventional assessments are usually standardized, treating all employees the same regardless of their unique skills, learning styles, and needs. This approach is not only inefficient, but they also lead to generalized results that don’t accurately reflect individual competencies.
• Static and Outdated: Traditional assessments are not designed to adapt to the rapidly changing skills landscape. As a result, they can become outdated quickly, failing to keep pace with new skills and knowledge requirements.
• Lack of Real-world Application: Traditional assessments frequently focus on rote memorization rather than assessing a learner’s ability to apply knowledge in practical, real-world scenarios. This disconnect can result in professionals who know the theory but struggle with practical application in their fields.
• Limited Feedback: Once a test is completed, learners typically receive a score or grade, with minimal feedback on their performance. This approach can hinder the learning process, as it doesn’t provide learners with insights into their strengths and weaknesses or areas that need improvement.
• Surface Level Evaluation: Traditional assessments often measure a candidate’s ability to memorize and regurgitate information rather than their understanding or ability to apply knowledge. This can result in professionals who are not fully prepared to tackle real-world challenges.
• Pressure and Anxiety: The high-stakes nature of traditional testing can lead to anxiety, which may negatively impact performance and fail to reflect a learner’s true capabilities.

Given these constraints, it’s crucial for employers to rethink their assessment strategies to foster a more comprehensive evaluation of skills and competencies.

What Employers Should Consider When Building Their Assessment Strategy

When employers develop their assessment strategies and are considering which platform to leverage, they should consider several key factors to ensure they are fostering a capable and adaptable workforce:

• Personalized Learning Paths: consider a solution that generates personalized learning paths based on the needs of each employee. This ensures that training is relevant, targeted, and efficient, reducing the likelihood of redundant or unnecessary training and saving organizations time and money.
• Pair assessments with Continuous Learning: Implement assessments that encourage ongoing improvement and that align with individual and organizational learning paths – rather than one-time evaluations.
• Continuous Relevance: Ensure that assessments are continually adapted to be current with real-world scenarios that professionals will face in their roles. By choosing an assessment partner that leverages easy AI-supported authoring, your organization will be able to ensure it is easy to continually adapt content.
• Feedback Mechanism: Make sure assessments offer detailed feedback to guide learners in their development. One of the most dangerous and pervasive issues organizations face is the presence of confidently held misinformation (CHM) within their workforce. CHM is the information employees confidently believe is correct…but isn’t. When someone is confident, they act. When they are confident and incorrect, they act incorrectly. Amplifire provides real-time feedback during assessments, challenging and correcting CHM and allowing employees to learn and adjust their understanding on the spot. This immediate reinforcement helps to solidify knowledge and address misconceptions as they arise.

Experience Personalized Learning with Amplifire

Traditional assessments and generic training programs fall short of meeting the diverse needs of today’s workforce. By leveraging Amplifire’s adaptive learning capabilities, organizations can conduct personalized learning that accurately identifies skill gaps and tailor the learning experience to each employee. This approach not only enhances individual performance but also drives overall organizational success, ensuring that training efforts are both effective and efficient. 

Discover how Amplifire can revolutionize your training and development programs. Schedule a demo today to see firsthand how our platform personalizes learning, identifies skill gaps, and helps employees learn better and faster.

Conclusion

The limitations of traditional assessments are clear, and as industries evolve, so must the methods we use to evaluate and nurture talent. By adopting innovative platforms like Amplifire, employers can craft assessment strategies that not only measure knowledge but also enhance it, ensuring that professionals are truly prepared to excel in their respective fields. For training professionals, medical practitioners, and accountants alike, this shift is crucial in building a workforce ready to meet the demands of tomorrow.

An Approach to In-Depth Skills Tracking

In today’s competitive business environment, staying ahead means continually evolving and upskilling your workforce. Did you know that according to the World Economic Forum’s Future of Jobs Report 2023, employers expect 44% of workers’ skills to be disrupted in the next 5 years, and that 6 out of 10 staff members will require training before 2027? Modern organizations must delve deeper into understanding the unique skills and capabilities of their employees. 

How Amplifire Enhances Skills Tracking
The Amplifire platform is designed to support in-depth skills tracking in several key ways.

Use case with Amplifire
Consider a mid-sized tech company that implemented Amplifire to enhance its skills tracking and development efforts. Prior to using Amplifire, the company relied on basic competency checklists and generic training programs. This approach led to uneven skill development and a lack of clarity about employee capabilities.

After adopting Amplifire, the company was able to capture detailed information about each employee’s skills and experiences. With this data, they identified critical skill gaps and created targeted training programs to address them. The personalized learning paths provided by Amplifire ensured that each employee received the training they needed to succeed in their roles.

The result was a significant improvement in overall skill levels across the organization. Employees felt more engaged and supported in their development, leading to higher job satisfaction and retention rates. Moreover, the company was better prepared for future challenges, with a clear understanding of its workforce’s capabilities and a robust succession plan in place.

Experience the Amplifire Difference
By leveraging Amplifire to invest in reporting, organizations can gain a comprehensive understanding of their workforce’s capabilities, create targeted training programs, and make informed strategic decisions. This approach not only enhances individual performance but also drives organizational success in an ever-evolving business landscape. Discover how Amplifire can enhance your team’s learning and development. Check out a demo today to see how our platform helps people learn better and faster.

Why Healthcare Leaders need to focus on skills-based training and upskilling

The troubling reality keeping healthcare executives up at night is two-fold. Maintaining financial stability, and the age-old problem of hospitals (no pun intended) bleeding nurses. Hospitals are losing nurses to non-bedside roles and, in some cases, different career paths altogether, and this didn’t stop when the pandemic ended. Job satisfaction for RNs is still on the decline, with the number of nurses reporting dissatisfaction with their chosen career nearly doubling between 2017 and 2021. Even more troubling is that the sharpest declines in job satisfaction is in hospital-based registered-nurse positions. Additionally, the supply of registered nurses does not keep pace with the demand, making it difficult for each hospital system to maintain an acceptable pipeline of FTE RNs.

Innovation is king in today’s successful healthcare organizations, and one way leading hospitals are helping to fill this continued staffing gap is to upskill. So, what exactly is upskilling, and why is this important? Upskilling is preparing nurses and support staff to perform outside of their role and current responsibilities by training them in skills that they did not have before. The benefits of upskilling are showing promise, as staff members have reported an increased sense of job satisfaction when presented with these opportunities for growth. Organizations have also noted a decrease in nurse turnover when educational opportunities like these are available. 

As a complement to upskilling, skills-based hiring is another trend gaining momentum in the clinical world. This is similar to upskilling because it focuses on individuals’ competencies instead of solely looking at a degree earned or education achieved. It helps identify talent stemming from less traditional approaches. The two distinct paths of upskilling existing healthcare workers, and skills-based hiring come together nicely when healthcare leaders look holistically at their organization. As Celine Raffray of Bristol Myers Squibb says, “You have to be innovative in identifying skills.” Add this strategy to the reality of needing to continuously train and upskill existing employees, and organizations have the recipe for successfully recruiting and retaining top talent to make their organizations perform better and bring a little relief to the talent pipeline. Cue the much-needed extra shut-eye, leaders!

One member of the Healthcare Alliance, a group of health system innovators working to improve the learning experience, UCHealth, is investing in their staff members by upskilling patient care assistants through support role training. UC Health created and implemented workforce development adaptive learning modules for their PCAs, resulting in a 70% retention rate, a 50% reduction in learning time, and a 14.6% system-wide decrease in caregiver burden.

Another member of the Healthcare Alliance, Intermountain Health, utilizes a fresh approach to onboarding new RNs through. Nursing Competency adaptive learning modules for critical areas including CLABSI prevention, fall risk and other high-risk onboarding areas. They saw reduced training time for new hire RN orientation of 80%! The investment in skills-based learning pays off when new hires can finish onboarding and get on the floor faster. This saves training budget, increases job satisfaction, and gives clinical educators valuable time back to focus on their next most pressing initiatives.

When healthcare executives can prioritize skills-based training for nurses and upskill support staff, the gap between supply and demand may lessen just enough to help us all sleep better at night.

Elevating Nursing Practice: The Power of Competency-Based Education

Nursing professionals have the most significant impact on patient outcomes and staff satisfaction, and the need for proactive development is clear. Nursing leaders across the country are taking action, implementing training models and staffing solutions to address skills gaps and foster a sustainable workforce.

Hear how nurse leadership at distinguished organizations, including Intermountain Health, and Colorado-based, UCHealth, are thinking about the challenge of up-skilling their nursing staff and nurse managers. This webinar offers a deeper understanding of how these organizations are enhancing their competency and skills-based training while ensuring workforce adaptability.

Featuring:

PANELISTS:
Amanda Feild, MSN, RN, NE-BC, PCCN
Director, Nursing Professional Practice and Magnet Program, Intermountain Health 

JoAnn DelMonte, MSN, RN, NPD-BC, NEA-BC
Vice President – Professional Development & Practice, UCHealth

MODERATOR:
Kristie Invie, SVP Client Solutions, Amplifire  

Fill out the form below to watch the webinar:

3 Key Takeaways from Advancing Training for your Clinicians: A Conversation with Tampa General Hospital

In the dynamic landscape of healthcare, where advancements in technology and patient care continually evolve, the role of training for clinicians is pivotal. In a compelling podcast discussion hosted by Mariah Muhammad for Becker’s Healthcare, Rachel Feinman, Vice President of Innovation at Tampa General Hospital (TGH), and Austin Smith, Director of Healthcare Alliance Development at Amplifire, delved into the transformative impact of advancing training methodologies for healthcare professionals. Here are three key takeaways from their enlightening conversation:

1. Build a Resilient Workforce Through Innovative Training Methodologies

A resilient healthcare workforce is fundamental to delivering consistent, high-quality care amidst evolving patient needs and healthcare challenges. “Looking at and reevaluating the way that we think about training is part of an even broader initiative and strategic goal around team member resiliency,” says Ms. Feinman. “Team members who are better trained feel more empowered to do their job.” Mr. Smith echoed these sentiments, highlighting Amplifire’s commitment to supporting healthcare organizations in cultivating a culture of innovative learning. 

By facilitating ongoing education and professional development through accessible, engaging learning platforms, Amplifire contributes to workforce resilience by equipping clinicians with the skills and knowledge needed to confidently navigate complex healthcare environments. Modernized training accelerates the onboarding process by leveraging previous clinician experience, and saving time by not retraining individuals on knowledge they already have. This has been especially successful in onboarding to Electronic Health Records like Epic. 

“We train and deploy at scale,” says Mr. Smith. Experienced clinicians might not need to sit through hours of classroom-based training, but instead can take an asynchronous Amplifire module to assess and solidify knowledge and get them to the floor in a fraction of the time.

2. Personalization and Customization Enhance Training Effectiveness

This personalized approach not only accelerates the onboarding process but aligns training content with the latest healthcare protocols and technologies, ensuring clinicians are well-prepared to deliver high-quality care through adaptive learning technologies that harness brain science-based methodologies to customize educational content for each learner.

Traditional training models in healthcare often follow a one-size-fits-all approach, where clinicians receive standardized education irrespective of their prior experience or learning style.  “Like many things, COVID was the impetus for a lot of change. And I think that was the case around workforce training,” says Ms. Feinman. The shift towards remote and virtual training necessitated a reevaluation of training strategies. Instead of uniform classroom sessions, TGH embraced personalized training experiences tailored to individual learning needs.

Ms. Feinman emphasized that treating each clinician as a unique learner significantly enhances engagement and knowledge retention. By leveraging data insights and platforms like Amplifire, TGH now delivers targeted micro-learning modules that address specific needs identified through data analytics.  “We have access to a lot of data,” Ms. Feinman continues. “Now we can target training down to the team member, down to the shift, or down to the unit that needs it.” This targeted approach not only streamlines training processes but produces behavior change, ensuring that clinicians are proficient and confident in applying their skills directly to patient care scenarios, without adding unnecessary burden.

3. Integration of Technology Drives Efficiency and Patient Outcomes

The integration of AI and personalized learning methodologies will play a pivotal role in shaping the future of healthcare training. 

Ms. Feinman underscored TGH’s commitment to leveraging AI not as a replacement for human expertise but as a tool to augment clinician capabilities and streamline operational efficiencies.  “Our goal at TGH is leveraging AI to help our team members focus on the aspects of their job that they need to feel better about the work that they do,” says Ms. Feinman. Specifically, she discussed examining the nurse manager role. “What we were asking of these nurse managers across systems is just too much.” Ms. Feinman states. 

Reimagining the nurse manager role through technology and AI optimizes operational workflows and empowers clinicians to operate at the top of their licensure. By reducing administrative burdens and enhancing decision-making support, AI-enabled tools allow clinicians to focus more on patient care, thereby fostering a resilient and motivated workforce.

Additionally, innovative strategies such as virtual enablement on the inpatient side are showing success maximizing clinician talent and improving staff resiliency. “If our team members are able to effectively manage and address patients virtually, and they can increase the number of patients they’re able to serve by leveraging that technology, then it’s better for the team member and better for the patient,” says Ms. Feinman. 

Mr. Smith highlighted how Amplifire’s AI capabilities facilitate rapid content development and deployment, significantly reducing the time and resources traditionally required for training. By automating routine tasks and enabling personalized learning pathways, Amplifire empowers healthcare organizations to scale their training initiatives without compromising individualized attention to learners.AI-enabled training not only enhances clinical proficiency but also plays a critical role in mitigating risks such as infection rates. By delivering targeted training modules based on real-time data analytics, healthcare systems can proactively address challenges like healthcare-associated infections, leading to improved patient safety and overall healthcare quality.

Amplifire and Tampa General Partnership Brings Innovation to Practice

“The partnership we have with Amplifire really exemplifies the reason we do this kind of innovation work,” says Ms. Feinman. “We are just scratching the surface on opportunities to collaborate across training and education,” says Mr. Smith, about the burgeoning partnership with TGH.

The insights shared underscore a transformative shift in healthcare training paradigms. By embracing personalized, technology-driven approaches to training, healthcare organizations like Tampa General Hospital are not only enhancing clinical proficiency but also fostering a resilient workforce capable of delivering exceptional patient care.

To listen to the full podcast by Becker’s Healthcare, click here.

Advancing Clinician Training: A Conversation with Tampa General Hospital

Advancing Clinician Training: A Conversation with Tampa General Hospital

In this episode, Rachel Feinman, VP of Innovation at Tampa General Hospital, discusses how they’re using new approaches to address the shortcomings of traditional methods. Austin Smith, Director of Alliance Development at Amplifire shares how their work aligns with these trends. They also explore the importance of staff resiliency and how Tampa General Hospital is supporting their team members’ well-being.

Tampa General Hospital recently joined the Healthcare Alliance, a consortium of over 30 health systems and hospitals working together to improve the learning experience, reduce costs, improve clinical performance, and build the workforce of the future.