President of MFW Consultants & a successful nurse entrepreneur, Phyllis is a healthcare consultant and has been a Legal Nurse Consultant specializing in defense since 2004. During her nursing career, Phyllis has practiced in clinical, educational & administrative positions in various venues, including critical care/emergency trauma, professional development, and Subacute Care/LTC.
As a certified personal and career coach, Phyllis specializes in the unique needs of nurses & other professional and family caregivers. She is devoted to working with clients struggling with the emotional impact of Caregiver Fatigue, untying the knot of their COVID-19 response efforts, and career transition challenges.
She has been the career coach for the Association of Perioperative Nurses since 2012 and was invited to be the career coach for the American Nurses Association-New York State Chapter in 2021. She has lectured extensively across the USA and Canada on subjects including, but not limited to, resilience, professionalism, leadership development, and creating and sustaining healthy work environments.
She is very active on social media, regularly posting on her Twitter, Facebook, Tumblr, Instagram, and YouTube Channels. Phyllis has also authored two books: Rediscovering the Joy of Being A Nurse: A Holistic Approach to Recovery from Compassion Fatigue and Bringing Shadow Behavior Into the Light of Day: Effectively Assessing and Managing Bullying and Incivility in Healthcare.
https://www.linkedin.com/in/phyllisquinlancoachspeaker/
https://www.facebook.com/PhyllisQuinlanCoaching
https://www.instagram.com/phyllisquinlanofficial/
https://twitter.com/AskDrPhyllisRN
Quick recap
Summary
Addressing Workplace Burnout and Shortages
Michael and Phyllis discussed strategies to address workplace burnout and create a healthier work environment. Phyllis, a registered nurse and professional coach, highlighted the negative impact of disruptive behaviors like bullying and incivility, and the unique value of nursing skills in addressing physical and mental health needs. Michael agreed on the leadership imperative to foster a positive work culture, emphasizing the need to encourage employees during tough times and recognizing the potential for professional caregivers to feel stronger after navigating the pandemic. Both expressed concern about the shortage of healthcare professionals, especially with an aging population and more complex challenges.
Addressing Toxic Work Environments and Resilience
Michael highlighted the negative impact of toxic work environments on employees and called for a change in leadership behavior to address this issue. Phyllis agreed with Michael and added that the COVID-19 pandemic served as a wake-up call, revealing the importance of self-care and work-life balance for caregivers. She emphasized the need to build resilience and cope optimally, but also pointed out that employees should not be expected to do this in a toxic or unhealthy work environment. Phyllis underscored the necessity for leadership to lead by example and create healthy and sustainable work environments.
Adapting to Changing Workforce Expectations Amid Covid-19
Phyllis and Michael discussed the impact of the Covid-19 pandemic on the workforce and the need for organizations to adapt to the changing expectations of employees. Phyllis emphasized that those not willing to adapt risk losing talent to more flexible and capable organizations. Michael highlighted the shift in employee attitudes towards work and the realization that many found themselves in jobs that were no longer fulfilling, leading to a trend of resignations or entrepreneurship. Both agreed that the old ways of working are no longer effective and that organizations must prioritize employee well-being to retain their top talent.
Addressing Disruptive Behaviors and Humanism
Phyllis and Michael discussed the need for leadership to address disruptive behaviors and cultivate a more humanistic work culture. They highlighted the importance of understanding each individual's contribution, regardless of role, and the need for a culture of solidarity and cooperation. Phyllis argued that the success of their team during the Covid-19 pandemic was a result of a collective effort and a level playing field, and urged executive leadership to maintain this approach. Michael agreed, emphasizing the importance of a flat organization and the negative impact of silos and egos.
Remote Work, Collaboration, and Accountability Discussion
Michael and Phyllis discussed the challenges and successes of remote work and collaboration during the Covid-19 pandemic. Michael commended the team's ability to adapt and navigate the situation, highlighting the importance of working together. Phyllis pointed out the need for executive leadership to deal effectively with disruptive behaviors and poor performance, noting that many employees may no longer tolerate such issues. Michael agreed, sharing his own experiences of dealing with toxic work environments and the importance of hiring slowly and firing quickly. Both emphasized the need for accountability and the value of recommending employees to other organizations where they may be a better fit.
Employee Engagement and Strength-Based Approach
Michael and Phyllis discussed the issue of employee engagement and the importance of focusing on strengthening positive behaviors rather than trying to change negative ones. Phyllis emphasized the need to create a healthy work environment by building on the strengths of the 'green' employees, who are likely to positively influence those in the 'yellow' category. She also argued that 'red' employees, who display negative behaviors, are unlikely to change unless they are reassured of their job security. Michael agreed with Phyllis' views and appreciated her insights.
