Healing Environment
Well-being at Work: Building a Culture That Cares
At Lurie Children’s, Nursing and Allied Health Professionals’ well-being is more than a program — it continues to expand into a growing part of workplace culture. Led by Well-being Program Manager Madison Nitzkin (Sabbath), MM, BSN, RN, Nursing and Allied Health’s well-being program creates ongoing, flexible opportunities for nurses to feel supported, connected and empowered.
Monthly campaigns keep well-being top of mind with themes like kindness, self-care, sleep, accountability and humor. Staff are invited to reflect, share and participate in bite-sized challenges. “I really appreciated the January Well-being Challenge because it is such a simple first step to identify an accountability buddy,” shared by Jaqueline Knell, BSN, RN, CCRN, Patient Care Operations Manager, speaking of the accountability-themed campaign. “Oftentimes we become our own barriers to success and I thought that this was a great way to hold myself accountable in a mutually beneficial relationship. My well-being buddy has been phenomenal.”
Spring Well-being Retreat
One of the program’s strengths lies in its grassroots approach. A champion group — made up of representatives across the Department of Nursing and Allied Health Professionals — designs unit-specific well-being projects, from book clubs and recognition boards to well-being-focused huddleboards and custom workshops. These interactive sessions, offered at least twice monthly, cover topics like burnout prevention, stress management and psychological safety.
Well-being is now embedded into the RN Residency program and preceptors are also receiving targeted support through new workshops that recognize the unique challenges they face. The Foundations of Well-being course, a three-part interactive well-being series, gave Nursing and Allied Health managers tools to sustain wellness practices long-term.
As the program grows, it’s also gaining national attention — presented at conferences across the country — and influencing hospital-wide strategy. “This isn’t an add-on,” Nitzkin says. “These are essential skills that shape how we care for each other, every day.”
Guiding Growth: Mentorship Shapes the Future of Nursing
At Lurie Children’s, mentorship is essential to building a supportive, inclusive environment for nurses and the patients they serve. Five key programs—ABIDE, APP Mentorship, Inspire2, Lead for Care, and the Manager Mentoring Pilot—foster belonging, growth and leadership across all career stages.
The ABIDE (Access, Belonging, Inclusion, Diversity, and Equity) Mentorship Program, led by Barb Nash, MSN, RN, NE-BC, Director of Equity, Diversity and Inclusion for Nursing and Allied Health Professionals, provides meaningful support for nurses of color through safe, affirming spaces for connection and shared experience. Participants are reporting measurable improvements including stronger engagement, a deeper sense of belonging and the confidence to bring their full selves to work.
Left to right: Charde Berry, Human Resources, Gabi Rodriguez, DNP, RN, CBC, Irma Ortiz, BSN, RN, Barbara Nash, MSN, RN, NE-BC, and Nathalie Herrera, BS, AAS, RN, CPN, AE-C
The APP Mentorship Program connects new providers with experienced mentors for guidance, support and connection. Overseen by Breanne Fisher, DNP, APRN, CPNP-PC, Director of Ambulatory APP Practice and Professional Development, and the APP Transition to Practice Fellowship Committee, the program helps new hires build connections and confidence. According to participants, it provides a safe, encouraging space that fosters lasting relationships and professional growth.
Inspire2, led by Debrea Griffith, MBA, BSN, RN, NE-BC, Director of Nursing, supports aspiring nurses from under-represented backgrounds as they complete nursing school. The program offers insight from experienced nurses, leadership development, and community. One participant shared, “For the first time, I was surrounded by peers who shared my background and challenges. It changed everything.” Many of the Inspire2 graduates choose Lurie Children’s to pursue their nursing career.
“For the first time, I was surrounded by peers who shared my background and challenges. It changed everything.”
shared by an Inspire2 participant
Lead for Care, led by Inga Uremovich, MSN, RN, CPN, Senior Director of Magnet Program and Nursing Excellence, supports nurses 18–36 months into their careers through a six-month mentorship and leadership development program. Nurses are paired with mentors with experience in the mentee’s area of career interest. Throughout the program, mentors and mentees share career goals and different pathways to achieve immediate and long-term goals. In its inaugural cohort (July 2024–January 2025), 100 percent of participants reported improved communication and stress management skills, and all mentors said they would recommend the program.
The Manager Mentoring Pilot, led by Bette Chilton, MS, RN, NPD-BC, Manager of Nursing Professional Development Practitioners, helps new leaders build confidence, set goals and reflect on their leadership journey. With a focus on well-being and sustainable growth, the program strengthens leadership across the Department of Nursing and Allied Health. Participants saw a 17.5 percent boost in feeling involved in decisions, reflecting stronger leadership confidence and autonomy.
Together, these mentorship programs reflect Lurie Children’s deep commitment to nurturing confident, connected and inclusive nurses at every stage of their careers.