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“While patients, the workforce, and key outcomes are way better off in a culture of safety, the process from toxic to healthy culture requires a challenging shift from relationships rooted in distrust to trusting ones. To ensure long-term meaningful change, leaders must steadfastly create a foundation of trust.
An apology that acknowledges poor behaviors have occurred, are hurtful, and will not be tolerated will help build trust and open hearts and minds to new ways of being. It will also model ownership and create rich opportunities for listening. All are integral to healthy cultures.”
Beth Boynton is a nurse and consultant.
She shares her story and discusses her KevinMD article, “Leading an organizational culture change? Consider an apology first.”
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