Healthcare organizations face an accelerating workforce retention crisis involving RN turnover, currently practicing nurses and Health Resources and Services Administration (HRSA) projects shortages. Yet most organizations continue to respond reactively by filling vacancies, conducting exit interviews and deploying travel labor without addressing the organizational and leader capability gaps that allow workforce instability to persist.
This webinar introduces the retention-focused leadership maturity model: a five-level, evidence-based framework that helps healthcare leaders assess and advance their organization’s capacity to detect workforce risk early, assign clear accountability, intervene operationally and measure the impact of those actions on retention, quality and cost. The model evaluates organizational capability across eight domains, including measurement, visibility, predictive analytics and ROI, using a scoring methodology that allows leaders to identify current strengths and highest-leverage improvement opportunities.
The central thesis of this framework is that the difference between a Level I and a Level V organization is not the depth of leaders’ concern for their workforce but the sophistication of the infrastructure they have built to act on that concern. Drawing on peer-reviewed research and validated maturity frameworks from healthcare and adjacent industries, this session will help participants locate their organization on the maturity continuum, consider the role of individual leader maturity and leave with a practical roadmap for building that infrastructure.
Learning Objectives:
- Identify opportunities to strengthen retention infrastructure and workforce stability using the retention-focused leadership maturity model.
- Analyze real-world examples and workforce analytics insights to differentiate organizational capabilities associated with stronger retention outcomes, including cross-functional ownership, predictive analytics maturity and structured measurement systems.
- Evaluate how individual leadership practices and organizational retention capabilities interact, distinguishing leader-level behaviors, accountability structures, escalation practices and learning routines from system-level retention infrastructure.
