Pathways to Impact #2
Hampstead Hospital, a pediatric and adolescent psychiatric facility in New Hampshire, experienced significant challenges related to staff burnout, high turnover, and low patient census, largely due to an ineffective staffing model and leadership transitions. In response, the executive team developed and implemented a multifactorial staffing strategy aimed at improving staff morale, retention, and recruitment—particularly challenging given its proximity to Boston’s competitive healthcare market. By reframing the narrative and using sensemaking techniques to gain buy-in, the hospital introduced a new scheduling model that had proven effective elsewhere. As a result, direct care staffing has increased to 76% with only 2% attrition over six months, morale and engagement have improved, and census has reached 78% occupancy. While financial outcomes are still developing, the cultural and operational shifts suggest long-term sustainability and growth.
Doctorate of Executive Leadership (DEL) Program Outcome #2
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Make timely judgments to seize opportunities and to bring about those decisions by a) developing and rewarding creative action and b) diminishing assets and processes that no longer add value
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As an Executive Team, we discussed staff retention, and it was determined that the staffing model was a significant barrier to keeping staff. As the COO, I suggested moving towards a unit-based staffing model that would allow staff to have greater control and structure in their schedules. In addition, the staffing model also helped staff develop and maintain positive relationships with patients.
Doctorate of Executive Leadership (DEL) Program Outcome #4
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Model, design, and implement scholar-practitioner practices and processes to develop ethical leadership in organizational, community, or institutional contexts.
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The goal of changing the scheduling model was to align the goals of recruitment, retention, and quality patient care to benefit both patients and staff. Although change is difficult, the leadership team understood and moved quickly on this change, given the organizational impact it would have.​
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