All HWE Resources

Violence against health workers is already endemic and growing rapidly. To stem and reverse that risk, the Registered Nurses’ Association of Ontario (RNAO) has issued an updated edition of its Workplace Violence, Harassment and Bullying Against Health Workers best practice guideline (BPG).

The BPG provides 15 evidence-based recommendations for health service organizations and academic institutions so they can recognize, prevent and manage violence, harassment and bullying in the workplace, changes that will enable nurses and other health professionals to focus even more care on patients. Recommendations focus on: (1) risk assessment tools and strategies; (2) organizational policies, procedures, and responsibilities; and (3) educational approaches and strategies.

The second edition of this guideline builds upon the most recent and relevant evidence to improve earlier guidelines issued in 2008 and 20

This work is funded by the Ontario Ministry of Health and Long-Term Care

A tool to assist with comparing your organization’s current practice with evidence-based RNAO best practice recommendations. To be used with the RNAO Best Practice Guideline, Developing and Sustaining Nursing Leadership, Second Edition, 2013.

Registered Nurses Association of Ontario, Gap Analysis-Developing and Sustaining Nursing Leadership, 2017. 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- Managing and Mitigating Conflict in Health-care Team. 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- Professionalism in Nursing. Toronto. ON

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.

Taken from the RNAO guideline (Appendix D-8), this checklist identifies factors which could trigger an aggressive episode in clients or caregivers. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 116-117.

Reference: Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, Resident/Client Risk Assessment - Checklist Of Risk Factors for Aggressive Behaviour (OSACH 2006), Date retrieved June 4, 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD8_Preventing_and_Managing_Violence_in_the_Workplace.pdf

This is a short and breezy introduction to coaching and the GROW model

Reference: Heath, M. (2015) Retrieved from https://youtu.be/xNLRo3jWPcg

This document is a statement of the ethical values of registered nurses and nurse practitioners. The new edition contains new and updated content that reflects the contemporary practice needs of nurses such as MAID, advanced care planning and primary care to mention a few. It is designed to inform everyone about the ethical values, subsequent responsibilities and endeavours of nurses. Included is updated nursing models and advocating healthy work environments. It is also a regulatory tool.

Copyright ©, Canadian Nurses Association, 50 Driveway, Ottawa, Ontario, K2P 1E2 CANADA, 2018 all rights reserved - See more at: https://cna-aiic.ca/en/terms-and-conditions-of-use#sthash.fcbIaPZC.dpuf

This document on a collaborative practice was created by three nursing regulatory bodies in Alberta.  The paper incorporates five principles that are believed to maximize client health-care outcomes and effective teamwork. The content is transferrable and relevant to nurses practicing in Ontario. 

The College's Consent practice guideline provides an overview of the major features of the relevant legislation, pertinent definitions and the steps that nurses need to take to obtain consent.

Copyright © College of Nurses of Ontario, 2017.

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

Les présentes lignes directrices sur les pratiques exemplaires, Développement et maintien des soins de santé interprofessionnels : optimisation des résultats pour le patient/client, l’organisme et le système sont conçues pour favoriser des milieux de travail sains. Les présentes lignes directrices déterminent les pratiques exemplaires pour faciliter, améliorer et maintenir le travail d’équipe ainsi que la collaboration interprofessionnelle, et pour accroître les résultats positifs pour les patients/clients, les systèmes et les organisations.

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

This article describes abuse and abusive relationships, its management with strategies for dealing with domestic violence. Authors - Smith, Melinda; Segal, Jeanne July 2013 retrieved on Sept 25, 2013

Reference: Melinda Smith, M.A., and Jeanne Segal, Ph.D. Last updated: June 2015, HelpGuide.Org, http://www.helpguide.org/articles/abuse/domestic-violence-and-abuse.htm

A quick reference sheet that provides facts about domestic violence, recognizing signs of domestic violence, and suggestions for co-workers and employers.

All Material Copyright 2010 © Public Services Health & Safety Association (PSHSA).

Public Services Health & Safety Association. (2010).  Domestic Violence Fast Facts.  Toronto, ON, Canada: Author. Retrieved from http://www.pshsa.ca/products/domestic-violence/.

The article provides scripts healthcare leaders can use when addressing unprofessional behaviours. Eight common disruptive situations are provided followed with scripts on how to handle them.

Taken from the RNAO guideline (Appendix D-5), this tool assesses different areas of the workplace environment that may influence overall safety – such as parking lot, building perimeters, etc. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 101-115.

Registered Nurses’ Association of Ontario. (2009). Appendix D-5 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada: Author. pp.101-115.

This table provides sample structure, process and outcome indicators which may be useful for organizations to measure their quality progress and change.

Reference: Registered Nurses’ Association of Ontario (RNAO) (2016). Intra-professional Collaborative Practice among Nurses, Second Edition, pages 50 - 53. Toronto, Ontario: Registered Nurses’ Association of Ontario. http://rnao.ca/bpg/guidelines/intra-professional-collaborative-practice-among-nurses

Several case scenarios provide additional information about the impact of the conflict and how conflict can be addressed, managed and/or mitigated.

Registered Nurses’ Association of Ontario. (2012, September). Appendix D of Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp.78-82. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

This webinar provides information to assist nurses who have been selected for a Guided Reflection meeting, as part of the College's Professional Conduct process. Nurses learn how to prepare for the meeting with College staff, and what will happen when they come to the College for the meeting.

This resource provides implementation tips and strategies for embracing cultural diversity.

Registered Nurses’ Association of Ontario. (2007, April). Appendix F of Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. p.82. Retrieved from: http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

Each of RNAO’s interest groups represents a unique specialty or population within the nursing spectrum. Together they illustrate the remarkable diversity of the profession. They offer a range of professional resources and support, both personal and sometimes financial, through bursaries and awards.The Registered Nurses' Association of Ontario (RNAO) offers many money-saving benefits that can more than offset your membership fees. RNAO members benefit from membership in a variety of ways.Through conferences, institutes, interest groups, online communities and chapter activities, RNAO provides knowledge-rich, exclusive networking opportunities for members to cultivate rewarding personal and professional relationships.

Reference: Registered Nurses Association of Ontario. Special Interest Group. Toronto, ON, Canada. http://rnao.ca/connect/interest-groups  

A short discussion emphasizing the importance of self-reflection in every nurse’s practice; facilitated by Anne Coghlan, Executive Director of the College of Nurses of Ontario.

A series of 2-minute videos promoting kindness in the workplace by Renee Thompson. The focus is on helping people to be kind, cope and care with the challenges of the workplace.

Retrieved from: https://www.youtube.com/watch?v=ZTH__8E6tFs&list=PLuKRMTFug55Hq1vym6T25ocnobKlKKZQl
 

The Nursing Act establishes the mandate of the College of Nurses of Ontario and defines a scope of practice for the nursing profession

Reference: (Use Referencing Guide available at http://ltcprojects.rnao.ca/ltcbpi_general/node/633) College of Nurses of Ontario. (2014). Retrieved from http://www.cno.org/globalassets/docs/prac/41064_fsnursingact.pdf

Cette ligne directrice sur les pratiques exemplaires en soins infirmières et infirmiers est un document détaillé comportant les ressources nécessaires au soutien de la pratique basée sur des données probantes. Un milieu de travail sain, c’est un milieu de pratique qui maximise la santé et le bien-être des infirmières, des résultats de qualité chez le patient ou client, le rendement de l’organisation et du système, et les retombées sociales, y compris des collectivités en meilleure santé.

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

This Tips and Tools guide, is designed to help you better understand how to prevent and manage conflict in your work environment.

The information is based on the RNAO Healthy Work Environment,Best Practice Guideline: Preventing and Mitigating Conflict in Health-Care Teams.

Retrieved from: http://rnao.ca/bpg/resources/managing-and-mitigating-conflict-tips-and-tools-nurses

A webcast that reviews the medication practice standard as outlined by the College of Nurses of Ontario.

This website is a National Nursing Assessment Service which coordinates a consistent national approach for internationally educated nurses (IENs). It contains information, educational materials and a video on the process to guide nursing students and nurses who are internationally educated to become and practise as a nurse in Ontario or other Canadian jurisdictions using the online service.

Reference: National Nursing Assessment Service (NNAS). Retrieved from http://www.nnas.ca/faq/

This 3-minute video by Renee Thompson, discusses bullying and incivility. Emphasizes that workplace culture is everyone's responsibility. 

https://healthyworkforceinstitute.com/coffee-and-conversation-videos/?playlist=e92c9c8&video=0214b60

This CNO Practice Standard outlines the nursing practice expectations for all Nurse Practitioners (NPs). The College of Nurses establishes standards of nursing practice to protect the public interest. NP practice is grounded in the values, knowledge and theories of professional nursing practice.

Reference: College of Nurses of Ontario Practice Standard (2016) Nurse Practitioner. Retrieved from https://www.cno.org/globalassets/docs/prac/41038_strdrnec.pdf

This is a link to the OHSA, which sets out the rules in relation to health and safety in the workplace. Bill 168 is an amendment to this act and is included within the OHSA link under violence and harassment (Part III.0.1). © Queen's Printer for Ontario.

Occupational Health and Safety Act, R.S.O. 1990, CHAPTER O.1. (2011).   Retrieved from Government of Ontario, Canada ServiceOntario e-Laws: http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm.

This link contains the provincial law that gives everybody equal rights and opportunities without discrimination. The sections that pertain to this guideline are:

• Part 1 – freedom from discrimination;
• Section 5 – employment & harassment in employment
• Section 7 – sexual harassment – accommodation (part 1), workplace (part 2), solicitation (part 3)

Copyright © Queen's Printer for Ontario.

Human Rights Code, R.S.O. 1990, CHAPTER H.19. (2012 June).  Retrieved from Government of Ontario, Canada ServiceOntario e-Laws: http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90h19_e.htm.

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.

Retrieved from: http://rnao.ca/sites/rnao-ca/files/POC_16.5_x_8.5_WEB_0.pdf
 

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

The Preceptor Education Program is an online interprofessional program that consists of nine interactive learning modules. The modules include downloadable resources, learning exercises, video case scenarios and references. Learning is self-directed in that modules are self-directed and do not need to be completed in any particular order. Many of the modules are designed so that preceptors and students can work through them together. After completing a reflective note, a certificate can be printed at the end of each module to record the education completed.

Reference: Kinsella, E.A., Bossers, A., Ferguson, K., Jenkins, K., Bezzina, M.B., MacPhail, A., Moosa, T., Schurr, S., Whitehead, J. & Hobson, S. (2016). Preceptor Education Program for health professionals and students. (2nd ed.) London, ON: The University of Western Ontario. Retrieved from: www.preceptor.ca

Cette ligne directrice sur les pratiques exemplaires en soins infirmiers est axée sur la prévention et résolution des mauvais traitements et de la négligence envers les aînés dans divers établissements de santé et services communautaires à travers le Canada. Ces auditoires comprennent les infirmières, les gestionnaires, les éducateurs, les équipes d'amélioration de la qualité, les administrateurs, les décideurs, les organismes de réglementation des soins infirmiers et les organismes gouvernementaux. Financé par le programme Nouveaux Horizons pour les aînés du gouvernement du Canada.

Association des infirmières et infirmiers autorisés de l’Ontario. (2014). Prévention et résolution des mauvais traitements et de la négligence envers les aînés: approches axées sur la personne, coopératives et à l'échelle du système Toronto, ON, Canada: Auteur. Récupérée de http://rnao.ca/sites/rnao-ca/files/Preventing_Abuse_and_Neglect_of_Older_Adults_Final_French_0.pdf

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

The WSIA provides employees with health-care benefits in the event that they have suffered an injury while at work. The section that pertains to this guideline is: Part 1, Section 1 – Purpose of the act.

Copyright © Queen's Printer for Ontario.

Workplace Safety and Insurance Act, 1997, CHAPTER 16. (2013 January).  Retrieved from Government of Ontario, Canada ServiceOntario e-Laws: www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_97w16_e.htm.

This guide explains what every worker, supervisor, employer in Ontario needs to know about workplace violence and workplace harassment requirements in the Occupational Health and Safety Act. Updated October 18, 2023.

https://www.ontario.ca/page/preventing-workplace-violence-and-workplace-harassment
© King’s Printer for Ontario, 2012–to24

Taken from the RNAO guideline (Appendix D-10), this survey should be used to identify staff safety concerns. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 119-123.

Registered Nurses’ Association of Ontario. (2009). Appendix D-10 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada: Author. 119-123.

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.