OhioHealth nurse development:
Cultivating leadership from bedside to boardroom
At OhioHealth, leadership in nursing isn’t just a title, it’s a mindset. The OhioHealth Nurse Leader Development Program shapes nurses at every stage of their careers to embrace leadership, whether they are at the bedside, in administration or beyond.
Jasmine M. Rausch, DNP, RN, CENP, C-OB, C-EFM, oversees the program, focusing on structured, intentional leadership development that aligns with the organization’s vision — every OhioHealth nurse is a leader in improving the lives of those we serve.
A vision for leadership at every level
“Nurses operate in many roles,” Rausch said. “If we’re not all in scrubs or even if we are in scrubs, we're still leaders — we're making major decisions. We're taking care of patients. Even if we're not in direct care anymore, we're still advocating for those who are in direct care.”
OhioHealth’s investment in professional growth starts early. From nurse residency programs that support new graduates to Nurse Leader Core, Clinical Leader Development Series and Nurse Leader Connect, the system offers a structured path for career progression.
Nurse Leader Core, launched during the pandemic, was OhioHealth’s first major push to revamp nurse leadership training. “In the throes of the pandemic a lot of our leadership development was completely paused,” Rausch said. “The last three years is really when we've paid a lot more attention and have done a lot more refocusing.”
Supporting leaders through change
The evolving healthcare landscape presents unique challenges, including workforce shortages and burnout. Rausch’s team addresses these issues at OhioHealth head-on by prioritizing resilience and self-care in leadership training.
“Notoriously as nurses, we always put ourselves on the back burner,” Rausch said. “So, we talk about self-care too.”
OhioHealth also emphasizes reflective practice, a concept woven into leadership training. “It can be as simple as asking yourself, ‘How did I come across today?’ or ‘˜What’s one thing I contributed?’” she explained.
A tailored approach to leadership growth
Leadership development at OhioHealth isn’t one-size-fits-all. Each care site has its own identity and programs are adapted accordingly. “Though we standardize all that we can, every site has its own personality,” Rausch said. “That’s part of the fun, connecting with different teams and understanding what excites them and what motivates them.”
One standout initiative, Nurse Leader Connect, helps frontline nurses transition into leadership roles. In that program, small cohorts of high-potential nurses receive classroom instruction and hands-on experience with senior leaders. “It’s very intentional to increase the pipeline or succession planning for formal nurse leadership positions,” Rausch said.
OhioHealth also invests in national development opportunities, such as the Nursing Catalyst Program through the Health Management Academy. Additionally, the system supports preceptors, charge nurses, and those exploring paths in informatics, education and quality improvement.
While there are specific programs for nurses’ various areas of interest spanning across different locations, Rausch noted, “It's nice to know that other people are experiencing the same thing, even though they're at a different care site.”
All these programs use evidence-based practices and the Nursing Strategic Plan as guides for nurse engagement and retention.
Measurable impact on retention
The program’s success is evident in retention rates. “One key metric we track is bedside leader turnover – nurse managers and directors leaving their roles,” Rausch said. “We’re currently at 2.7% or lower, which is significant compared to national averages.”
Keeping experienced nurse leaders in place is vital to sustaining a strong nursing workforce. It’s not just about filling roles.
“It’s really about how do we get our nurses to see themselves as leaders, but also to help them achieve their career goals, their professional goals,” Rausch said.
From barista to nurse leader: Edwin Clark’s journey at OhioHealth
Edwin Clark’s, MSN, RN, path to becoming a clinical nurse manager at OhioHealth started behind a coffee counter. While working as a barista at Riverside Methodist Hospital, he befriended orthopedic nurse practitioners, sparking his interest in nursing.
After earning his degree, Clark gained experience in stroke care, the OR, and neuro-critical care, where he discovered his passion for leadership. OhioHealth’s Nurse Leader Connect program and education benefits helped him develop key skills, leading to his current role that, he notes, is not about a title.
“My goal is to help be part of a team that fosters a supportive environment for associates,” Clark said, “If the associates are supported, they will feel more satisfaction with their work and they will want to continue to provide the best care that they can to our patients.” His advice for other nurses? Communicate your goals, seek mentorship and embrace new opportunities.
“Leading at OhioHealth means that you are setting an example for others. You are working to foster the best environment for your colleagues and your patients.”
A culture of growth and possibility
Ultimately, OhioHealth’s approach to leadership development is about empowering nurses to see their potential. “If you were to ask a nurse if they're an advocate unanimously, they will absolutely say yes,” Rausch said. “But if you ask if they’re a nurse leader, there’s usually a pause.”
The goal, she emphasized, is to shift that mindset. “By virtue of being a nurse, you are considered a leader.”
For OhioHealth nurses, the path from bedside to boardroom isn’t just possible, it’s encouraged, supported and celebrated every day.