There are critical components of an organizational culture that must be embraced and imbedded in order for EBP to become a reality. These components must be actualized throughout an organization; however a commitment from the executive level is absolutely essential for success. The critical components include: a philosophy, mission and commitment to EBP; an environment where the spirit of inquiry is encouraged, acknowledged, and rewarded; a cadre of EBP mentors who have in depth knowledge and skills in EBP, mentoring others, and overcoming barriers to individual and organizational change; administrative role modeling of EBP and provision of the needed resources to sustain EBP; infrastructure (tools, space, time and resources) to promote and enhance EBP across the organization; and meaningful, timely recognition of individuals and units for EBP work.
The commitment and work of the nurse executive in a large, complex healthcare organization to create an environment that effectively integrated EBP Mentors and the EBP process to guide problem solving and practice change decision making will be presented.
Challenges faced, solutions enacted, and unexpected champions discovered will be discussed. Critical aspects related to setting the strategic vision as well as innovating within the operational context of a complex nursing enterprise will be highlighted.
The rewards and return on investment of integrating evidence-based, best practice solutions experienced by individuals, teams, patients and the organization overall will be shared.