All HWE Resources

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.

Registered Nurses’ Association of Ontario. (2012). Managing and Mitigating Conflict in Health-care Teams. Toronto, ON: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams

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

A tool to assist with comparing your organization’s current practice with evidence-based RNAO best practice recommendations.

Registered Nurses Association of Ontario (2016) Gap Analysis-Intra-professional Collaborative Practice Among Nurses. Toronto. ON

A tool to assist with comparing your organization’s current practice with evidence-based RNAO best practice recommendations.

Registered Nurses Association of Ontario (2022)Gap Analysis-Preventing Violence, Harassment and Bullying Against Health Workers. Toronto. ON

This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for developing and sustaining nursing leadership. Gain knowledge in leadership practices that result in healthy outcomes for nurses, patients/clients, organizations and systems. This guideline addresses leadership practices and behaviours for formal leaders and nurses at the point of care, personal and system resources, organizational culture, and anticipated outcomes of effective nursing leadership.

Registered Nurses’ Association of Ontario. (2013). Developing and sustaining nursing leadership.  Toronto, ON, Canada

https://rnao.ca/sites/rnao-ca/files/LeadershipBPG_Booklet_Web_1.pdf?_ga=2.258996493.629661090.1687830004-1222395948.1651238611&_

This article provides 30 examples of how to demonstrate professionalism in nursing.

Copyright © 2022 Nursingprocess.org 

The website gives an overview on the accreditation program for long-term care called Qmentum Global for Long-Term Care.
Reference: Accreditation Canada (n.d.). Qmentum Global™ for Long-Term Care (accreditation.ca)
Retrieved from: https://accreditation.ca/qmentum-global/ltc/

St. Joseph’s Health Centre Guelph demonstration site project, funded by Nursing Secretariat of Ontario’s Ministry of Health and Long-Term Care, describes approaches to leadership training and other supportive human-resource strategies. The training helped to foster a positive work life for nurses by providing them with the skills and knowledge necessary to lead the care team and to effectively address resident and family issues.

Reference: O’Brien, J., Ringland, M., & Wilson, S. (May 2010). The Demonstration Projects: Advancing Leadership in Long Term Care. Nursing Leadership. Vol. 23 Special Issue. Retrieved from Nurse Executive Leader Toolkit available at http://neltoolkit.rnao.ca/sites/default/files/Advancing%20Nursing%20Leadership%20in%20Long-Term%20Care.pdf 

This article describes the results of a consultation facilitated during the June 2017 CNA annual meeting of members. It outlines some of the opportunities nurses have to provide input into future CNA initiatives on strengthening intra-professional collaboration.

Reference: Lankshear, S., & Limoges, J. (2018). Better together: A fresh look at collaboration within nursing. The Canadian Nurse, (Jan/Feb). Retrieved from Better together: A fresh look at collaboration within nursing (canadian-nurse.com)

Source: Copyright ©, Canadian Nurses Association, 50 Driveway, Ottawa, Ontario, K2P 1E2 CANADA, 2010-2011 all rights reserved

This is a link to the Canada Labour Code, which is to be used by organizations under federal jurisdiction. The section that pertains to this guideline is section 125.1 (z.16) under Duties of Employer.

Canada Labour Code (R.S.C., 1985, c. L-2).  (2014 April 1).  Retrieved from Government of Canada.  Published by the Minister of Justice at the following address: http://laws-lois.justice.gc.ca.  

CNA is the national professional voice of registered nurses in Canada. Representing nearly 139,000 registered nurses, CNA’s members include:

• Provincial and territorial nursing associations and colleges
• Independent RNs from Ontario and Quebec
• Retired nurses
• Canadian Nursing Students’ Association
• Canadian Network of Nursing Specialties

See more at: https://www.cna-aiic.ca/en/about-cna#sthash.H3OkfPpZ.dpuf  

Reference: Canadian Nurses Association Website: https://www.cna-aiic.ca/en/about-cna

There are nurse mentors throughout Canada who support and assist aspiring nurses through the Canadian Nurses Association (CNA) Certification Mentorship Program. Nurse mentors have current CNA certification and at least three years of experience in a nursing specialty. The toolkit offers guidance for the process.

The eLearning series helps nurses navigate conflict, communicate with confidence, and learn how to thrive as clinical leaders in three short courses.

Reference: Centres for Learning, Research .and Innovation in  Long-Term Care . (2020). Ontario Centres for Learning, Research & Innovation in LTC. Retrieved from Find a Course – Ontario CLRI eLearning Hub (clri-ltc.ca)

This guide provides detailed guidance for nurses by outlining the expectations for professional practice. 

© 2022 College of Nurses of Ontario

Coming August 2017 CNA is updating its 2008 Code of Ethics for Registered Nurses to ensure it reflects societal changes and the needs of nurses in their practice. Stay tuned for more information! - See more at: https://www.cna-aiic.ca/en/on-the-issues/best-nursing/nursing-ethics#sthash.VELCDEug.dpuf

Canadian Nurses Association. (2008, June). Code of Ethics for Registered Nurses. Ottawa, ON, Canada: Author. Retrieved from www.cna-aiic.ca/en/download-buy/nursing-ethics.

College of Nurses of Ontario- Code of Conduct for Nurses is a guide to support nurses with the professional practice standards by providing detailed guidance nurses require for safe and ethical care. The website includes information, the guiding document and related video. 

Reference: College of Nurses of Ontario. Code of Conduct for Nurses. Page last reviewed June 28, 2023

Retrieved from: https://www.cno.org/en/protect-public/code-of-conduct-for-nurses/

The College of Nurses of Ontario's (CNO) Quality Assurance Program (QA) offers nurses an opportunity to self-assess their nursing practice every year. This includes reflecting on current practice, identifying learning needs, and completing a learning plan which clearly outlines activities to improve competence. 

Retrieved from: https://cno.org/quality-assurance/quality-assurance

© 2024 College of Nurses of Ontario

Taken from the RNAO guideline (Appendix D-6), this tool has two sections: (a) a work environment assessment, and (b) pre-visit client assessment for community workers.

Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 111-112 Date retrieved June 4, 2015,

This paper is designed to serve as a best practices resource to healthcare leaders who are considering integration of conflict engagement training and professional development in their organizations. The focus is on common language training, cognitive maps for making sense of conflict, skill building, and follow up coaching.

Reference: Emerging Health Care Communities (EHCCO). (2010). Conflict Engagement Training for Health Professionals: Recommendations for Creating Conflict Competent Organizations. A White Paper for Healthcare and Dispute Resolution Professionals. http://www.ihi.org/resources/Pages/Tools/ConflictEngagementTrainingforHealthProfessionals.aspx

This guideline outlines the key factors associated with conflict with clients, colleagues and in the workplace, and offers strategies for preventing and managing conflict that has escalated. It also highlights the role of nurses in formal leadership positions, as well as the importance of the debriefing process in the prevention and management of conflict. 

© 2019 College of Nurses of Ontario

The article emphasises the importance of ensuring student nurses are provided with optimum learning environments. Strategies such as having prepared mentors to assist with the learning journey are identified as being a key strategy to overcome negative barriers.

Reference: Emanuel V, Pryce-Miller M (2013) Creating supportive environments for students. Nursing Times; 109: 37, 18-20. Retrieved from https://www.researchgate.net/publication/257761262_Creating_supportive_environments_for_students

This tips and tools guide is designed to assist you to better understand and learn how to plan, provide, develop and sustain interprofessional health care in your work environment. The information contained in this guide is based on the RNAO Healthy Work Environment Best Practice Guideline: Developing and Sustaining Interprofessional Health Care: Optimizing Patient, Organizational and Systems Outcomes.

Retrieved from: IPC_TIPS_AND_TOOLS_0.pdf

A webcast that reviews the standards for documentation outlined by the College of Nurses of Ontario.

This booklet is for coworkers. It addresses domestic violence that extends to the workplace. It develops awareness and provides supportive tips. It is part of the workplace violence prevention series developed by the Occupational Health and Safety Council of Ontario in partnership with the Ontario Women’s Directorate. Retrieved on Sept 26, 2013 from www.pshsa.ca  © Public Services Health and Safety Association (PSHSA) 2013.

Public Services Health & Safety Association, 2010, PSHSA's Domestic Violence Doesn’t Stop When Your Worker Arrives at Work: How to get Help or Support a Colleague who may Need Help, Date retrieved June 8 2015, https://www.pshsa.ca/products/domestic-violence-doesnt-stop-when-your-worker-arrives-at-work-how-to-get-help-or-support-a-colleague-who-may-need-help/

The resource covers being a good listener, nonverbal signal, keep stress in check and assert yourself

Reference: Retrieved from HelpGuide.org http://www.helpguide.org/articles/relationships/effective-communication.htm

This resource outlines organizational recommendations and anticipated outcomes related to embracing cultural diversity in health care and developing cultural competence.

Registered Nurses’ Association of Ontario. (2007, April). Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. pp. 36-37. Retrieved from http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

This resource provides suggestions for ensuring safety for various building areas.

Registered Nurses’ Association of Ontario. (2009). Appendix D-13 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada: Author. pp.  129-131. Retrieved from rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.  

Reference: Ontario Safety Association for Community and Healthcare www.osach.ca/

This guide explains what every worker, supervisor, employer needs to know about workplace violence and workplace harassment requirements in the Occupational Health and Safety Act.

This framework seeks to promote a common understanding of RN practice among nurses, students and stakeholders in Canada (including other health professionals, employers, educators, policy-makers and the public).

Reference: Canadian Nurses Association. (2015). Framework for the Practice of Registered Nurses in Canada. Retrieved August 4,2016, from http://www.cna-aiic.ca/~/media/cna/page-content/pdf-en/framework-for-the-pracice-of-registered-nurses-in-canada

Health Force Ontario is the province’s strategy to ensure that Ontarians have access to the right number and mix of qualified health care providers, now and in the future. Included on the site is information about the Nursing Graduate Guarantee Initiative.

Reference: Health Force Ontario Website: http://www.healthforceontario.ca/en/Home

This article contains practical lists such as “Kotter’s 8 Stage Process to Creating Major Change”, “Eight Reasons for Resisting Change”, and ”6 Methods for Dealing with Resistance to Change”.

Reference: Nguyen, Steve.(2010) Kotter's 8 Stage Process to Creating Major Change. Retrieved from: http://workplacepsychology.net/2010/02/05/implementing-change-and-overcoming-resistance/

The brief and general introduction examines what communities of practice are and identifies 3 crucial characteristics. Many other examples of CoPs are also available

Reference: Wenger-Trayner, E., & Wenger-Trayner B.(2015). Introduction to communities of practice. A brief overview of the concept and its uses. Retrieved from http://wenger-trayner.com/introduction-to-communities-of-practice/

This is a joint position statement from The Canadian Nurses Association (CNA) and the Canadian Federation of Nurses Unions (CFNU) on workplace violence and bullying.

Copyright ©, Canadian Nurses Association, 50 Driveway, Ottawa, Ontario, K2P 1E2 CANADA, 2010-2011 all rights reserved.

Reference: Canadian Nurses Association (n.d.). Joint Position statement – Workplace Violence and Bullying. Retrieved from http://cna-aiic.ca/~/media/cna/page-content/pdf-en/workplace-violence-and-bullying_joint-position-statement.pdf

Les lignes directrices sur les pratiques exemplaires portent principalement sur le personnel infirmier, les équipes soignantes et les processus qui favorisent la mise en place de milieux de travail sains. Ces lignes directrices traitent de la gestion et de l’atténuation des conflits interpersonnels au sein des équipes de soins de santé. Elles partent du principe que même s’il est possible d’éviter certains conflits, des conflits sains peuvent également être bénéfiques.

 Ce travail est financé par le Ministère de la Santé et des Soins de longue durée d'Ontario.

This document defines scope of practice for regulated health professional, outlines controlled acts and identifies who is appropriate to perform controlled acts.

Reference: College of Nurses of Ontario Practice Reference document. (2014). Legislation and Regulation RHPA: Scope of Practice, Controlled Acts Model Retrieved from: https://www.cno.org/globalassets/docs/policy/41052_rhpascope.pdf

This resource outlines organizational recommendations for managing and mitigating conflict in health-care teams.

Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp.32-34. Retrieved from http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

Explains to employers, HCPs, nurses the purpose of mandatory reporting to the CNO, how the College addresses reports and what outcomes to expect when a report is submitted. College of Nurses of Ontario (CNO). 2012.

The National League for Nursing supports nurse faculty and leaders in nursing education in the US. It contains teaching resources and promotes the use of simulation as a teaching strategy.

Reference: National League for Nursing Website: http://www.nln.org/home

Renee Thompson Registered Nurse, has a series of short videos on nurse bullying with practical strategies for addressing nurse bullying and behaviour change for a healthy workplace.
Reference: Thompson, R (2021). Nurse Bullying: Coffee and Conversation. [Videos.] Healthy Workforce Institute.

Retrieved from: https://healthyworkforceinstitute.com/coffee-and-conversation-videos/

This Nurse Practitioner (NP) practice standard describes the accountabilities specific to NPs in Ontario (also known as Registered Nurses in the Extended Class). NPs are also accountable for complying with relevant laws and other College standards and guidelines as applicable.

Nurse Practitioners' Association of Ontario represents nurse practitioners in all levels of health care: primary, secondary and tertiary care. Reference: Nurse Practitioners' Association of Ontario Website: https://npao.org/

As leaders of unregulated health staff, nurses may wish to direct personal support workers to the OPSWA website. OPSWA provides access to information, resources and tools to help PSWs do their job better, with more confidence.

Website: https://ontariopswassociation.com/

Taken from the RNAO guideline (Appendix D-4), this tool can be used to summarize the incidents of workplace violence as reported.

Registered Nurses’ Association of Ontario. (2009). Appendix D-4 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, p100.

Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

A position paper issued by the Canadian Nurses' Association outlines their position, values and beliefs on the obligation and concepts a regulated nurse must meet to achieve an intra-professional practice.

Source: https://www.cna-aiic.ca/en

This resource provides a summary of the evidence-based system, organizational and team/individual recommendations in the RNAO Preventing and Managing Violence in the Workplace best practice guideline.  

Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, ON, Canada. Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

This self-directed e-learning module reviews the professional responsibilities and accountabilities of all nurses in Ontario.

Copyright © College of Nurses of Ontario, 2013.

College of Nurses of Ontario. (2013, July). Professional Standards [Online]. Toronto, ON, Canada: Author. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/learning-modules/professional-standards/.

This resource identifies recommendations for individuals embracing diversity in health-care.

Registered Nurses’ Association of Ontario. (2007, April). Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. pp.30-31. Retrieved from: http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

The Registered Nurses’ Association of Ontario (RNAO) is the professional association representing registered nurses, nurse practitioners and nursing students in Ontario. The site provides information about membership, best practice guidelines, policy/political action and events.

Reference: Registered Nurses' Association of Ontario (RNAO) Website: http://rnao.ca/

This appendix contains several short tools and approaches to use when promoting respect or responding to disrespectful behavior.

Reference: Registered Nurses’ Association of Ontario (September 2012). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON: RNAO. pp. 83-84.

For the purpose of this document, Interprofessional is defined as: Multiple health disciplines with diverse knowledge and skills who share an integrated set of goals and who utilize interdependent collaboration that involves communication, sharing of knowledge and coordination of services to provide services to patients/clients and their care-giving systems.

This best practice guideline, Developing and Sustaining Interprofessional Health Care: Optimizing patients/clients, organizational, and system outcomes is intended to foster healthy work environments. The focus in developing this guideline was identifying attributes of interprofessional care that will optimize quality outcomes for patients/clients, providers, teams, the organization and the system.

This guideline identifies best practices to enable, enhance and sustain teamwork and interprofessional collaboration, and to enhance positive outcomes for patients/clients, systems and organizations. It is based on the best available evidence; where evidence was limited, the recommendations were based on the consensus of expert opinion.

This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for developing and sustaining effective staffing and workload practices. When effective staffing and workload practices are not followed the risk for conflict within teams increases. Learn how the decision making process must ensure that appropriate structures and supports are in place to maximize the nursing effort resulting in the best possible care and positive outcomes for the patients/clients, nursing personnel, and the organization

Registered Nurses’ Association of Ontario. (2017, ). Developing and Sustaining Effective Staffing and Workload Practices. Toronto, ON,  Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-effective-staffing-and-workload-practices.

 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.

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: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams

This quick reference guide was created to support the uptake of the RNAO Best Practice Guideline Practice Education in Nursing. The full Guideline is available for free download from the RNAO website and this toolkit. This quick reference guide is targeted for nurses who are educators, preceptors, or mentors for undergraduate nursing students as a quick and easy way to review the Guideline recommendations. It will also be useful for educational institutions and service agencies implementing the Guideline. We encourage users of this quick reference guide to refer to the full Guideline for more complete and detailed information related to providing quality practice education for nursing students.

Reference: Registered Nurses’ Association of Ontario (RNAO). (2016). Practice Education in Nursing. Toronto, ON: Registered Nurses’ Association of Ontario. http://rnao.ca/sites/rnao-ca/files/SHWE_Quick_Reference_Guide_-_WEB_0.pdf

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. The goal of this best practice guideline is to strengthen collaborative practice among nurses, and explore what fosters healthy work environments for them, aware that collaboration must align with the needs of the patient or client

Registered Nurses’ Association of Ontario. (2016). Intra-professional Collaborative Practice among NursesI . Toronto, ON,  Retrieved from: http://rnao.ca/bpg/guidelines/intra-professional-collaborative-practice-among-nurses

Learn to identify professional practices that enhance outcomes for nurses, the recipients of nursing services, organizations and systems.

Through implementation of this guideline, you will learn:

• To identify the organizational culture, values and relationships and the structures and processes required for developing and sustaining effective professional practices
• Professional practice involves structures and processes needed to achieve outcomes.

Ensuring professional practice standards involves being accountable to your workplace for your actions and the implementation of a high ethical standard. Through translating knowledge into action, professional practice standards are met.

This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for professionalism in nursing.

Registered Nurses’ Association of Ontario. (2007). Professionalism in nursing. Toronto, ON, Canada: Author. Retrieved from: http://rnao.ca/bpg/guidelines/professionalism-nursing

This is an example of a policy that can be adapted for your organization.

Registered Nurses’ Association of Ontario. (2009). Appendix D-17 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, pp 141-145 . 

Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

This table lists strategies that may be used by leaders to build relations and trust with individuals as well as teams, units and organizations.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p. 35. Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This table lists suggested strategies for individuals, teams/units and organizations who want to create an environment that supports knowledge development and integration.

Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.47. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

This Web page provides a training kit to learn and teach TeamSTEPPS 2.0 for Long-Term Care. The Long-Term Care Instructor Manual is designed to
help develop and deploy a customized plan to train staff in teamwork skills, and lead a medical teamwork improvement initiative in a nursing home from initial concept development through sustainment of positive changes. Materials include; comprehensive presentations and instructional guides, including short case studies and videos illustrating teamwork opportunities and successes.

Addresses team development, team structure, set up, roles and responsibilities and conflict management styles.

Reference: Health Quality Ontario (April 2013). Quality Improvement Primers: Teamwork Primer. Queen’s Printer for Ontario, 2013. Retrived from Health Quality Ontario available at http://www.hqontario.ca/Portals/0/Documents/qi/qi-teamwork-develop-primer-en.pdf

Individuals may reproduce these materials for their use provided that proper attribution is given to the appropriate source. The recommended citation for this resource guide is: Health Quality Ontario (April 2013). HQO is funded by the Ontario Ministry of Health and Long-Term Care (MOHLTC). The opinions expressed in this publication are those of the authors and do not reflect the official views of the Ministry.

© Queen’s Printer for Ontario, 2013

A short video profiling different nurses discussing reflective practice and getting feedback about their practice.  The clip highlights questions nurses can ask themselves and how they can get feedback from their peers.

These brochures (Developing and Sustaining Nursing Leadership Tips and Tools & Point-of-Care Leadership Tips and Tools for Nurses) are designed to describe evidence-based practices that nurses performing both formal and informal nursing leadership roles can use to enhance their skills.

Leadership practices are relationship-based and are fundamental for transforming nurses’ work settings into healthy work environments. These practices can apply to all nursing roles and levels of leadership. Point-of-care nurses who may not think of themselves as leaders will find meaningful examples of leadership at the point-of-care.

A self-assessment tool is inlcuded in the Tips and Tools

Retrieved from: http://rnao.ca/bpg/resources/tips-and-tools-nurses-developing-and-sustaining-nursing-leadership

Tips on  how to manage and mitigate conflict (e.g. how to be “self-aware” during conflict, five responses to conflict, steps to resolve conflict, questions to ask when conflict arises, barriers to resolution, etc.).

Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp. 86-88. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

This guide reviews Lencioni’s 5 dysfunctions of a team model and discusses and provides clear tables related to building trust and what people need to feel trusted, mastering conflict, achieving commitment, engaging in conflict resolution, accountability, and focusing on results.

Reference: https://www.psychometrics.com/wp-content/uploads/2016/11/Psychometrics-Lencioni-Guide.pdf

Copyright: Welcome to www.cpp.com (this “Site”). This Site is owned and operated by CPP, Inc., a California corporation (“CPP”). These Terms and Conditions, which include CPP’s Privacy Policy and Trademark Guidelines (“Terms”) govern your access to the Site. By visiting and using the Site, you indicate that you agree to be bound by these Terms.

Taken from the RNAO guideline (Appendix D-15), this document provides tips for workers in relation to travel in relation to: (a)public transit, (b)safety and travelling by care, (c) parking lot safety tips, and, (d)staying at a hotel. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 134-138.

Reference: Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, Work-related Travel Procedures (OSACH 2006), Date retrieved June 4, 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD15_Preventing_and_Managing_Violence_in_the_Workplace.pdf

Workplace Liaison Program is a volunteer program administered by RNAO for nurses to strengthen connections with nursing colleagues in your workplace and to enhance communication between RNAO and the an organization where the nurse is employed. By way of improved communications, the Workplace Liaison Program acts as a vehicle to promote the role of the Registered Nurse in the healthcare system and to raise the profile of the professional association.

Reference: Registered Nurses Association of Ontario. Workplace Liaison Program. Toronto, ON, Canada. http://rnao.ca/connect/workplace-liaisons

This website has information and documents for workers/employers who have experienced an injury at work.

© 1998-2011, Workplace Safety and Insurance Board of Ontario. All rights reserved.

Reference: WSIB Ontario (n.d.). Retrieved from http://www.wsib.on.ca

Taken from the RNAO guideline (Appendix D-2), this tool is used to analyze the incidents of violence in the workplace.

Registered Nurses’ Association of Ontario. (2009). Appendix D-2 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, p98.

Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

This is an example of a violence reporting procedure which can be adapted for your organization.

Registered Nurses’ Association of Ontario. (2009). Appendix D-18 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada. pp.146-147.  Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

Taken from the RNAO guideline (Appendix D-12), this is an incident report to be used to evaluate the aggressive event.

Registered Nurses’ Association of Ontario. (2009). Appendix D-12 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, pp 125-127.

Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.