Studer Group

  1. 0
    Hi,

    Just wondering about your thoughts on the Studer group? Does your facility use them? What's your response etc?

    I have been apart of a couple facilities that used them One facility went all the way, it was a fantastic place to work. It really was a site to see.

    The other place was half ass about it. I did not even know they used them until I started digging. It was a mixture of trying to do a good job and "screw you, get back to work"...lol

    I'd be interested in hearing your thoughts. Also, are there any other programs like this around?

    Thanks, David
  2. 19 Comments so far...

  3. 0
    Deleted original post.
    Last edit by llg on Jul 25, '08
  4. 1
    It really seems to be the case, if it is not the heart and soul of the organization from the top down, it will never take off. It's just lip service.
    spacey likes this.
  5. 1
    One facility where I was management started to use it. Some of it was great. I tried to use portions of it for my unit and there was mixed results from the staff.

    However the way that the admin/CNO tried to use it resulted in a lot of negativity from the staff.

    It really depends on how you apply the principles and treat the staff. If the staff don't feel supported, all that baloney is just going to make them more resentful.
    spacey likes this.
  6. 3
    Like all cultures, it starts from the top and works down. So if management is not totally bought in nothing works. I have been in two hospitals where it was instituted. The first failed because there was no change in administration's actions & attitudes, but everyone else was expected to change and like it. The second is working, or so it seems, because admin. practices what they preach.
    NRSKarenRN, 10MG-IV, and RN1989 like this.
  7. 1
    The facility I work for is "Studorized"!!! And I do agree that it must come from the top down. I am a nurse manager of a 31 bed Med Surg unit that just became MAGNET. I honestly believe that using the studor principles has helped us acheive our magnet status. We Round for outcomes with staff and patients. We send thank you notes to our staff, we align our goals around the 5 pillars etc... I highly recommend looking into Quint Studor and reading his books on your own even if your facility does not follow along. You will get very far on your own with the ideas
    NRSKarenRN likes this.
  8. 7
    if Admin would spend the money on keeping their staff happy, upgrades to the tools we use daily, reduce the paperwork, instead of being sucked in by companies that think they have reinvented the wheel, hospitals would run efficiently. In fact, I think if they (Admin) would ask NURSES, TECHS, PHARMACIST, DOCTORS that work in hospitals 24/7 HOW?, WHAT?, WHERE?, WHEN?, WHY? they may get questions answered. Oh, I forgot, they can't think, they need to hire a consultant that doesn't come to the hospital except to walk to the Admin offices and pitch their snake oil.
    Last edit by 10MG-IV on Sep 20, '08
    scottjon, alib, zoebaily, and 4 others like this.
  9. 7
    The Studor Group is a complete scam and money-making machine. One does not need to pay tens of thousands of dollars to this group to determine what a hospital needs to make patients "very satisfied"-- good staff and more of them! Not to mention an overhaul of a system based on money-driven medicine.... I work as a charge nurse in a medical-surgical unit and find that these "innovations" only create more work for the already dog-tired floor nurses. Staff nurses are sending thank you cards, making day after discharge phone calls in addition to their mounds of work. It is a slap in my face as a professional and it sickens me when management makes decisions like these when they haven't floor nursed in several decades!
    scottjon, alib, zoebaily, and 4 others like this.
  10. 0
    Quote from 10MG-IV
    if Admin would spend the money on keeping their staff happy, upgrades to the tools we use daily, reduce the paperwork, instead of being sucked in by companies that think they have reinvented the wheel, hospitals would run efficiently. In fact, I think if they (Admin) would ask NURSES, TECHS, PHARMACIST, DOCTORS that work in hospitals 24/7 HOW?, WHAT?, WHERE?, WHEN?, WHY? they may get questions answered. Oh, I forgot, they can't think, they need to hire a consultant that doesn't come to the hospital except to walk to the Admin offices and pitch their snake oil.
    You are freakin' awesome!!!
  11. 2
    Quote from 10MG-IV
    if Admin would spend the money on keeping their staff happy, upgrades to the tools we use daily, reduce the paperwork, instead of being sucked in by companies that think they have reinvented the wheel, hospitals would run efficiently. In fact, I think if they (Admin) would ask NURSES, TECHS, PHARMACIST, DOCTORS that work in hospitals 24/7 HOW?, WHAT?, WHERE?, WHEN?, WHY? they may get questions answered. Oh, I forgot, they can't think, they need to hire a consultant that doesn't come to the hospital except to walk to the Admin offices and pitch their snake oil.
    It's funny, but that's what the Studer group wants leaders to do with "Rounding for Outcomes." Not the typical "Hi, how are you?" but "what is going well today?... and do you have the tools you need to do your job?" Getting the staff to answer the questions honestly is one of the challenges. When our facility first started using the Studer principles, many staff members would not speak up and try their best to avoid leadership making the rounds. Be careful what you wish for, because you might just get it...
    rookieboss and NRSKarenRN like this.


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