Implementing and sustaining evidence-based practices in long-term care.

All HWE Resources

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    Gain knowledge in leadership practices that result in healthy outcomes for nurses, patients/clients, organizations and systems. This guideline addresses:

    • System resources that support effective leadership practices and behaviours for formal leaders and nurses at the point of care
    • Organizational culture, values and resources that support effective leadership practices and behaviours at all levels
    • Personal resources that support effective leadership practices across the continuum of care
    • Anticipated outcomes of effective nursing leadership

    2nd Edition, 2013

    This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for developing and sustaining nursing leadership.

    Registered Nurses’ Association of Ontario. (2013). RNAO Developing and sustaining nursing leadership best practice guideline (2nd Ed.). Toronto, ON, Canada: Author. Retrieved from:

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    The goal of this best practice guideline is to strengthen collaborative practice among nurses, because effective collaborative practice is essential for working in health-care organizations.

    In this guideline, we focus on collaborative practice amongst three types of nursing professionals – registered nurse (RN), registered practical nurse (RPN) and nurse practitioner (NP) – and explore what fosters healthy work environments for them, aware that collaboration must align with the needs of the patient or client.

    This best practice guideline was developed to assist nurses, nursing leaders, other health professionals and senior managers to enhance positive outcomes for patients/clients (individual/family/group/community), nurses, and the organization through intra-professional collaborative practice. This guideline was based on the best available evidence and where evidence was limited, the best practice recommendations were based on the consensus of expert opinion.

    This guideline identifies:

    • best practices for intra-professional practice; and
    • the organizational culture, values and relationships, and the structures and processes required, for developing and sustaining effective intra-professional nursing practice among nurses.

    Reference: Registered Nurses’ Association of Ontario (2016). Intra-professional Collaborative Practice among Nurses. Toronto, ON, Canada:

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    This Best Practice Guideline focuses on nursing teams and processes that foster healthy work environments. The focus for the development of this guideline was managing conflict among nursing and healthcare teams with the view that while some conflict is preventable, healthy conflict can also be beneficial.

    For the purpose of this document, conflict is defined as: a phenomenon occurring between interdependent parties as they experience negative emotional reactions to perceived disagreements and interference with the attainment of their goals (Barki & Hartwick, 2004).

    Registered Nurses’ Association of Ontario. (2012). Managing and Mitigating Conflict in Health-care Teams. Toronto, ON:

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    Learn about four types of violence encountered by nurses and other health-care professionals. It provides evidence-informed strategies to plan, implement, and evaluate outcomes related to recognizing and assessing the risk of violence in the workplace. This guideline provides evidence-informed individual, system, and organizational recommendations to recognize, prevent and effectively intervene in workplace violence, thereby fostering healthy work environments. It also identifies individual, organizational, and system resources that support prevention, recognition, early detection and effective interventions related to preventing and managing violence in the workplace.

    The purpose of this best practice guideline is to provide evidence-informed individual, system, and organizational recommendations to recognize, prevent and effectively intervene in workplace violence, thereby fostering healthy work environments. Such environments will support positive outcomes for patients/clients, organizations and systems.

    Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, ON, Canada.  Retrieved from

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    Professionalism in nursing is an essential ingredient in achieving a healthy work environment and is enabled by the context of practice.

    Overall Goals of the BPG:

    1. To identify the concept of professionalism as a guiding tenet that enhances outcomes for nurses, patients, organizations and systems.
    2. To define the attributes of professionalism.
    3. To identify and discuss the evidence related to each attribute of professionalism.
    4. To provide strategies for success.

    The key areas addressed by this guideline are:

    • Identification of a set of attributes that signify professionalism of the nurse
    • Evidence from the Joanna Briggs Institute systematic review and other literature
    • Knowledge, competencies and behaviors of effective nurses who exhibit professional practices in their workplace
    • Organizational structures, key elements and processes that support development of effective nursing professional practices
    Registered Nurses’ Association of Ontario. (2007). Professionalism in nursing.  Toronto, ON, Canada: Author. Retrieved from


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    An online “Mind Tools” article outlining 10 common communication mistakes

    Reference: Mind Tools.(ND)10 Common Communication Mistakes Avoiding Communication Blunders and Misunderstandings Retrieved from website:

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    This article describes ten common leadership mistakes and ways to avoid these pitfalls.

    © Mind Tools Ltd, 1996-2014. All rights reserved. (n.d.). 10 Common Leadership & Management Mistakes: Avoiding Universal Pitfalls [Online]. London, United Kingdom: Author. Retrieved from [Accessed: June 6, 2014].

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    This article shows 10 ways for nurse managers to improve staff morale using little or no cost with constraints in operating budgets in healthcare workplaces.

    Reference: 10 cost-effective and creative tips to boost staff morale. Retrieved from

    © 2016 Strategies for Nurse Managers, Inc. All Rights Reserved

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    The College of Nurses of Ontario provides an e-learning opportunity for Abuse Prevention that includes videos, participant workbook and facilitators guide.

    One Is One Too Many is a valuable tool for any organization employing nurses that is concerned about issues involving client abuse. The One is One Too Many program provides powerful re-creations of situations in which abuse occurs, as well as guides and materials to facilitate discussion about what tools nurses need to stop abuse.

    Reference: College of Nurses of Ontario. (2005). Abuse Prevention: One is one too many Toronto, ON: College of Nurses of Ontario. Retrieved from

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    The website gives an overview on the four values and set of standards for accreditation for long-term care services.

    Reference: Accreditation Canada (n.d.). Accreditation standards for long term care services. Retrieved from