Date of Award

Spring 2026

Project Type

Clinical Doctorate

College or School

CHHS

First Advisor

Pamela Kallmerten

Second Advisor

Cathleen Colleran

Abstract

BACKGROUND: Burnout among nurse leaders is a growing concern, driven by increasing workload, operational demands, and challenges with work-life balance. Addressing burnout is critical to maintaining stability within the leadership team and to delivering high-quality patient care.

LOCAL PROBLEM: Prior to the development of the QI proposal, engagement survey results showed scores 0.11 points below the benchmark in leadership responsiveness, and more than 50 nurse leader positions have turned over in the past 5 years. The specific aims of this project include: 1. 75% of nurse leaders report that they would implement an activity from the toolkit. 2. Fewer than 25% will consider leaving their role. 3. 50% of nurse leaders would share the toolkit with their teams.

METHODS: A critical appraisal of the literature was conducted to identify evidence-based strategies and interventions to reduce stress and burnout and improve resilience and wellness. Using the Plan-Do-Study-Act (PDSA) methodology, an educational intervention and resilience toolkit were developed. To study the intervention, a self-report survey assessing burnout perceptions was administered.

INTERVENTIONS: An educational presentation was delivered to increase awareness of burnout and its individual and organizational impacts. The presentation introduced evidence-based strategies that nurse leaders could integrate into their daily work routines to reduce stress and build resilience. It concluded with a wellness activity and the distribution of the resilience toolkit following all sessions.

RESULTS: The first specific aim was achieved, with 100% of nurse leaders reporting that they planned to implement at least one activity from the resilience toolkit, exceeding the target goal of 75%. The second specific aim to reduce the percentage of nurse leaders considering leaving their role to fewer than 25% was not met, as 26% reported considering leaving. The third specific aim was exceeded, with 93% of nurse leaders indicating that they would share the toolkit with their teams, surpassing the target goal of 50%.

CONCLUSION: The intervention was well-received and effective in encouraging nurse leaders to adopt resilience-building strategies. However, the short implementation period likely limited its impact on leaders’ intention to leave their roles. Sustainable improvements in nurse leaders’ well-being will require individual commitment to adopt resilience strategies, as well as organizational efforts to address workload and promote work-life balance.

Download

Share

COinS