Randalls Talk OG

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Good morning.

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Good morning.

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Good morning.

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Thank you.

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And I have the pleasure of making the first introduction this morning.

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Just a reminder,

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silencing devices.

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And I also want to welcome our virtual attendees

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this morning who are streaming live.

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For our first guest,

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we have Randy Waltson.

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He will be presenting a presentation called

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Reactive Response to Predictive Protection.

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transforming healthcare security through connected intelligence.

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Please welcome Randy Walton.

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Thank you,

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Mark.

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Yes, sir.

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Morning,

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and welcome to our virtual audience as well

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that is joining us.

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Yeah,

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I do know it's early,

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and I'm a morning person,

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but I know a lot of people are not,

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and so thank you for being here.

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hopefully can share some insights on some things we've done.

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I've said it,

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and I probably shouldn't say it,

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but I've said it over the past 24 hours,

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I'm not a speaker.

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And talking to people,

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I say, I'm not that guy.

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And so, you know,

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I'm not refined.

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I'm a little rough around the edges,

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you know, but, you know,

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I've got a story,

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and I can share some of the things that I think we've been able to

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accomplish,

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and hopefully it'll be of some value to you.

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So I am chief of police for ECU Health.

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We're a healthcare system in eastern North Carolina.

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We have nine hospitals.

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Most of the hospitals are generally small to medium,

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but we have one hospital,

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our flagship, which is absolutely...

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It's a level one trauma center.

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We're usually listed as the 13th

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or 14th largest hospital in the country.

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A thousand beds.

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We've got a lot going on.

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So the area that we live in,

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we serve 29 counties in eastern North Carolina with those nine

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hospitals.

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And the area is rural,

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it's poor,

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but it's very busy.

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to the point where we have eight helicopters at our flagship hospital

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just for bringing all of those,

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the 1 .4 million people that we serve in that rural area,

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which is basically all of eastern North Carolina,

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serving them,

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bringing the patients into that

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level one trauma center.

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So it's a busy operation.

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Okay, this slide needs no discussion.

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Anyone who has come to an IEHSS

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conference, you know this.

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This is not new information that no matter what

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poll you look at,

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what data you receive,

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you know that healthcare is generally one of the top assaulted

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professions,

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period.

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It's always number one or number two is right there at the top.

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So, you know,

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that's not new news.

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But like many of you probably a few years ago,

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we started looking at what we were doing and

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we found that the reactionary model

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is failing.

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You know,

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we were always behind the threat.

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We're stuck responding and not preventing.

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And that's just the way that we've operated for decades,

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reactionary.

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We've put a lot of things in place,

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but it seems like for whatever reason,

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they're not as effective as some of these

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same techniques that we were using years ago.

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That reactionary model is failing us.

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Just as a show of hands,

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and again,

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I know participation is tough,

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especially in the early morning like this,

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but workplace violence,

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and I'll use WPA and WPV,

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workplace aggression,

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workplace violence.

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I'll probably use that interchangeably.

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They do mean different,

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but our organization really looks at both.

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That workplace aggression.

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gets into even threats and intimidation where

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the workplace violence is more of the assaultive.

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But how many of you are looking

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at workplace violence as one of your top priorities for

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this year by a show of hands?

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Wow, okay.

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Yeah,

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so I mean, I guess that's our profession.

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I mean, that's why we're here.

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That's why you took time out of your busy schedules

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to come to this conference.

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So it is a major concern for a lot

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of us.

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And, you know,

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of course, our model is,

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you know,

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if security fails,

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security failure is organizational failure.

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And it just rings true so many

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times.

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Okay, so what has caused all of this perceived,

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and in a lot of cases,

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actual increase in violence?

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Well,

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pandemic,

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we blame everything on not falling into that same trap.

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Well,

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it's ever since COVID,

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and I think there's a lot of truth in that.

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But whether it was COVID,

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we all know nursing shortages,

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pretty much all of us are dealing with nursing shortages.

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But the one that's most intriguing to me and interesting is this third.

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One, the cultural shifts.

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Cultural shifts,

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again, for whatever reason,

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and I don't have the answers for that,

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but people seem to have gotten less tolerant,

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less polite,

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more assaultive.

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I know that my officers are fighting as much

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as they ever have before.

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Our nurses are getting assaulted at a greater rate

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and more severity.

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You know,

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we would have nurses assaulted every shift in the emergency departments.

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You know, they were struck,

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they were hit.

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But some severe assaults that really capture

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the attention of the organization and the leadership,

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bad assaults.

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And we're seeing that more and more often.

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So for whatever reason,

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there seems to have been a cultural shift in that.

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On the positive side,

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another cultural shift that I have seen,

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certainly, is

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is the fact that we've always,

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the profession had looked at assaults in healthcare for

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decades.

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That's just part of the job.

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You know, you're a nurse,

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you come in,

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yeah, you're going to get threatened,

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you're going to get hit,

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struck, kicked,

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spat on.

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You know,

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that's just part of the job.

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That's just the cost of doing business.

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And the cultural shift with that is that's not the case anymore.

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No,

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it's not my job as a nurse to come in and expect to be assaulted.

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So that is certainly a positive twist that we see,

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you know,

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on these cultural shifts.

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Okay, so where at ECU Health,

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where we started three or four years ago,

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we were reactive,

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the way we had always been.

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And,

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you know,

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I felt like we were doing all the right things.

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We've got a police force,

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a full -fledged...

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police department.

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I've got about 150,

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160 sworn police officers for those nine hospitals.

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And so,

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and we've got even some specialty divisions.

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We had traffic unit,

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you know, we've got property and evidence.

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I've got two people working.

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I've got someone dedicated to just doing processing

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police reports,

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you know, doing all of that.

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And it seems like we were doing all the right things,

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but we still

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the fact having a police department on campus,

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and we're a full police department as opposed to like a split force with

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security and police.

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That's just a decision that our organization chose,

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which I'm pleased with.

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Still, despite that,

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there's staff that are feeling disconnected and unsafe.

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Not everyone,

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but there's still some that are out there that just don't feel like we're doing

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enough.

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Also,

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what we have lacked is a cohesive pulling

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together of our technology.

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You know, that's been a problem.

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Okay, if I look at what we have tried to

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accomplish over the past four years,

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I think most of our efforts could fall into one of these five

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buckets.

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Assessing the need and the gaps,

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aligning our technology,

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policy evolution,

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rethinking training,

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and measuring those outcomes.

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And I can tell you...

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Prior to very recently,

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I was not doing a great job of really measuring our outcomes.

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So that's kind of a new area for us.

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But these are the five topics that when we

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started down this journey that we really,

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most of the efforts went into one of these five buckets.

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So having said that,

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I'm curious about what your biggest challenges

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are.

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Does anyone, I know it's,

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again, it's early and it's hard to solicit responses

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sometimes, but does anyone have anything they want to share about what your

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biggest challenge might be that you're facing right now from when you're looking

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at workplace violence,

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workplace aggression,

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and some of these areas that you're working on from doing

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your assessment,

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aligning your technology,

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does anyone have anything?

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Okay,

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so.

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I've talked to a lot of people,

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even here at the conference over the last day or so,

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and they're saying,

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you know, we've done those assessments.

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We've done the risk assessments.

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We think we know a lot of what our vulnerabilities are.

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And,

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you know, we've made some policy development.

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We've implemented some new things.

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But what we're really struggling with is trying to pull it

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all together.

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And that is exactly where we were.

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with when we started down this journey,

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is how do we connect all this?

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So our pathway,

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when we started to get serious about this,

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you know,

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we did the assessment,

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the planning,

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the building,

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and the executing.

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But I want to highlight just a couple of these.

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Under the planning,

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What was a key point for us is that executive

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sponsorship.

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Randy,

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as the police chief for the department,

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I had a little bit of horsepower.

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I didn't have the horsepower I needed.

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I had to have the buy -in from the executive,

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the senior leadership.

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And I think that was absolutely key to

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the success.

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Whatever we've done,

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and I call it success,

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If there's anything that contributed,

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it certainly was getting in on the executive level,

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bringing them in,

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and having that sponsorship.

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So that was key for us.

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Secondly,

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under building,

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when we started looking at our deficits and

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deficiencies,

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something that had been asked for for years was,

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you know,

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what about staff duress?

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What about any type of wearable solutions?

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We didn't have any.

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And I'd hear it from nursing,

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and I keep looking over at Ryan,

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you know, I know he's been a nurse by profession for,

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you know, his career.

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And so,

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and of course,

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probably a lot of us,

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I mean, we're very close with nursing if we've been policing and security

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S… Speaker 1 (Randalls Talk OG)

and healthcare.

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S… Speaker 1 (Randalls Talk OG)

So it's close to all of us.

12:39

S… Speaker 1 (Randalls Talk OG)

But, you know,

12:42

S… Speaker 1 (Randalls Talk OG)

really looking at going down this journey,

12:45

S… Speaker 1 (Randalls Talk OG)

the nurses were asking for a solution

12:49

S… Speaker 1 (Randalls Talk OG)

that we had never been able to provide.

12:51

S… Speaker 1 (Randalls Talk OG)

And part of it was,

12:53

S… Speaker 1 (Randalls Talk OG)

you know, I was pushing it back,

12:55

S… Speaker 1 (Randalls Talk OG)

pushing it back.

12:55

S… Speaker 1 (Randalls Talk OG)

I felt like I didn't have the traction,

12:57

S… Speaker 1 (Randalls Talk OG)

didn't have the money at the time.

12:59

S… Speaker 1 (Randalls Talk OG)

And so that was,

13:02

S… Speaker 1 (Randalls Talk OG)

I knew it was a priority,

13:03

S… Speaker 1 (Randalls Talk OG)

but I just had not been able to get it done.

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S… Speaker 1 (Randalls Talk OG)

Cross -team collaboration.

13:10

S… Speaker 1 (Randalls Talk OG)

I can't overemphasize the importance of

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S… Speaker 1 (Randalls Talk OG)

these three groups in the work.

13:17

S… Speaker 1 (Randalls Talk OG)

Again, this is our journey,

13:19

S… Speaker 1 (Randalls Talk OG)

and it may be different for some of you,

13:21

S… Speaker 1 (Randalls Talk OG)

but I think there'll be a lot of similarities.

13:23

S… Speaker 1 (Randalls Talk OG)

The clinical staff,

13:25

S… Speaker 1 (Randalls Talk OG)

the frontline people,

13:27

S… Speaker 1 (Randalls Talk OG)

those nurses,

13:28

S… Speaker 1 (Randalls Talk OG)

again, if you're looking at solutions and trying to

13:32

S… Speaker 1 (Randalls Talk OG)

make your workforce feel safer in what you can put out there,

13:35

S… Speaker 1 (Randalls Talk OG)

you've got to include them.

13:37

S… Speaker 1 (Randalls Talk OG)

And when we talk to the the clinical staff and nursing,

13:41

S… Speaker 1 (Randalls Talk OG)

you know,

13:42

S… Speaker 1 (Randalls Talk OG)

they are reaching out.

13:44

S… Speaker 1 (Randalls Talk OG)

Go ahead and pull this.

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S… Speaker 1 (Randalls Talk OG)

You'll hear me talk about this.

13:46

S… Speaker 1 (Randalls Talk OG)

This is our canopy button.

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S… Speaker 1 (Randalls Talk OG)

This is one of the solutions that was

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S… Speaker 1 (Randalls Talk OG)

really instrumental in the work that we've done here.

13:55

S… Speaker 1 (Randalls Talk OG)

So getting the input from our clinical

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S… Speaker 1 (Randalls Talk OG)

staff and them telling me,

14:02

S… Speaker 1 (Randalls Talk OG)

hey, Randy,

14:03

S… Speaker 1 (Randalls Talk OG)

we've got to have a staff to rest.

14:06

S… Speaker 1 (Randalls Talk OG)

We need a wearable solution.

14:08

S… Speaker 1 (Randalls Talk OG)

The leadership alignment,

14:10

S… Speaker 1 (Randalls Talk OG)

the C -suite,

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S… Speaker 1 (Randalls Talk OG)

again,

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S… Speaker 1 (Randalls Talk OG)

from what I said just a moment ago,

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S… Speaker 1 (Randalls Talk OG)

the CEO,

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S… Speaker 1 (Randalls Talk OG)

the CFO,

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S… Speaker 1 (Randalls Talk OG)

the COO,

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S… Speaker 1 (Randalls Talk OG)

getting the buy -in from them,

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S… Speaker 1 (Randalls Talk OG)

absolutely crucial.

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S… Speaker 1 (Randalls Talk OG)

I have made much to my...

14:27

S… Speaker 1 (Randalls Talk OG)

disappointment I guess you know made two or three videos with our

14:31

S… Speaker 1 (Randalls Talk OG)

our chief operating officer and he is a natural I mean he was meant

14:35

S… Speaker 1 (Randalls Talk OG)

for the camera and I am absolutely not but

14:39

S… Speaker 1 (Randalls Talk OG)

uh we made two or three videos and so when you see your

14:44

S… Speaker 1 (Randalls Talk OG)

your COO and your police chief talking about the safety of

14:48

S… Speaker 1 (Randalls Talk OG)

your campuses and what our goals are and what we're trying to accomplish

14:54

S… Speaker 1 (Randalls Talk OG)

I think it really speaks volumes to people showing the

14:58

S… Speaker 1 (Randalls Talk OG)

employees.

15:00

S… Speaker 1 (Randalls Talk OG)

the nurses and in everyone in the organization that the organization is

15:04

S… Speaker 1 (Randalls Talk OG)

serious about about their safety and lastly again

15:08

S… Speaker 1 (Randalls Talk OG)

super important for our situation is marketing and communications

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S… Speaker 1 (Randalls Talk OG)

team we call it our mark on probably a lot of you do as well but our

15:17

S… Speaker 1 (Randalls Talk OG)

mark on team helped us get that message out they

15:22

S… Speaker 1 (Randalls Talk OG)

helped to tell our story they helped using

15:26

S… Speaker 1 (Randalls Talk OG)

our

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S… Speaker 1 (Randalls Talk OG)

internal excuse me internal social media platform

15:34

S… Speaker 1 (Randalls Talk OG)

using town halls all the correspondence that our

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S… Speaker 1 (Randalls Talk OG)

marketing team sends out every two weeks you know about the latest and greatest

15:42

S… Speaker 1 (Randalls Talk OG)

from deadlines to new things that are on the horizon and the message

15:46

S… Speaker 1 (Randalls Talk OG)

from

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S… Speaker 1 (Randalls Talk OG)

the police department and from the security about this workplace violence.

15:51

S… Speaker 1 (Randalls Talk OG)

You know,

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S… Speaker 1 (Randalls Talk OG)

we were like the top story for almost 12 months.

15:55

S… Speaker 1 (Randalls Talk OG)

And then when we first started talking about,

15:58

S… Speaker 1 (Randalls Talk OG)

you know,

15:59

S… Speaker 1 (Randalls Talk OG)

our new solution for wearable

16:03

S… Speaker 1 (Randalls Talk OG)

duress, our canopy button,

16:05

S… Speaker 1 (Randalls Talk OG)

that is,

16:07

S… Speaker 1 (Randalls Talk OG)

they were.

16:09

S… Speaker 1 (Randalls Talk OG)

were key in putting that message out i said hey look uh we've

16:13

S… Speaker 1 (Randalls Talk OG)

got staff to rest it's coming uh it's uh we call it canopy button and

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S… Speaker 1 (Randalls Talk OG)

it's uh you're gonna like it and so marketing was was very

16:22

S… Speaker 1 (Randalls Talk OG)

important for us to uh to help get that message out those those three

16:26

S… Speaker 1 (Randalls Talk OG)

relationships uh i really um you know value greatly and

16:30

S… Speaker 1 (Randalls Talk OG)

i think it was important to this success

16:34

S… Speaker 1 (Randalls Talk OG)

Okay, assessing the gaps.

16:36

S… Speaker 1 (Randalls Talk OG)

We've already talked about that risk assessment,

16:39

S… Speaker 1 (Randalls Talk OG)

and I know all of you are doing the risk assessments.

16:41

S… Speaker 1 (Randalls Talk OG)

Safety surveys,

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S… Speaker 1 (Randalls Talk OG)

they've been important to us.

16:44

S… Speaker 1 (Randalls Talk OG)

We've had pretty good help with them.

16:47

S… Speaker 1 (Randalls Talk OG)

But the last one,

16:48

S… Speaker 1 (Randalls Talk OG)

the purposeful rounding,

16:50

S… Speaker 1 (Randalls Talk OG)

that was fairly new for me.

16:53

S… Speaker 1 (Randalls Talk OG)

And so when we started down this journey,

16:56

S… Speaker 1 (Randalls Talk OG)

I started meeting with the

17:00

S… Speaker 1 (Randalls Talk OG)

We have a children's hospital,

17:02

S… Speaker 1 (Randalls Talk OG)

which is fairly large,

17:03

S… Speaker 1 (Randalls Talk OG)

connected to our main hospital,

17:06

S… Speaker 1 (Randalls Talk OG)

at our flagship hospital,

17:08

S… Speaker 1 (Randalls Talk OG)

at our level one trauma center.

17:10

S… Speaker 1 (Randalls Talk OG)

In that children's hospital,

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S… Speaker 1 (Randalls Talk OG)

we had the director,

17:14

S… Speaker 1 (Randalls Talk OG)

the top physician for the children's hospital,

17:16

S… Speaker 1 (Randalls Talk OG)

the chief nursing officer,

17:18

S… Speaker 1 (Randalls Talk OG)

and myself,

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S… Speaker 1 (Randalls Talk OG)

the three of us started rounding.

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S… Speaker 1 (Randalls Talk OG)

And I always was sure,

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S… Speaker 1 (Randalls Talk OG)

you know, most of the time I wear a uniform,

17:25

S… Speaker 1 (Randalls Talk OG)

but, you know, I wear different things.

17:27

S… Speaker 1 (Randalls Talk OG)

But during that rounding,

17:28

S… Speaker 1 (Randalls Talk OG)

I was sure to always be in uniform.

17:31

S… Speaker 1 (Randalls Talk OG)

So there was no question of what my role was with the organization we're walking around.

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S… Speaker 1 (Randalls Talk OG)

So I've got the top doc,

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S… Speaker 1 (Randalls Talk OG)

the top nurse,

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S… Speaker 1 (Randalls Talk OG)

and myself.

17:38

S… Speaker 1 (Randalls Talk OG)

And we're going around to these nurse's stations just asking the

17:42

S… Speaker 1 (Randalls Talk OG)

people, you know.

17:43

S… Speaker 1 (Randalls Talk OG)

What are your concerns?

17:44

S… Speaker 1 (Randalls Talk OG)

And asking the hard questions,

17:46

S… Speaker 1 (Randalls Talk OG)

even with me standing right there,

17:48

S… Speaker 1 (Randalls Talk OG)

the doctor would say,

17:49

S… Speaker 1 (Randalls Talk OG)

hey, how many blue uniforms are you seeing?

17:50

S… Speaker 1 (Randalls Talk OG)

Are you seeing the officers come through here?

17:52

S… Speaker 1 (Randalls Talk OG)

Asking,

17:54

S… Speaker 1 (Randalls Talk OG)

how safe do you feel?

17:56

S… Speaker 1 (Randalls Talk OG)

Just going through that and doing that rounding,

18:00

S… Speaker 1 (Randalls Talk OG)

we were doing it at least quarterly.

18:02

S… Speaker 1 (Randalls Talk OG)

Sometimes we depend on everyone's schedule,

18:05

S… Speaker 1 (Randalls Talk OG)

but that was important.

18:05

S… Speaker 1 (Randalls Talk OG)

Also with our hospital,

18:07

S… Speaker 1 (Randalls Talk OG)

the big hospital,

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S… Speaker 1 (Randalls Talk OG)

I was able to get on the calendar with the president.

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S… Speaker 1 (Randalls Talk OG)

He was completely on board and doing the rounding with me.

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S… Speaker 1 (Randalls Talk OG)

So the president and I would go around doing the same thing and

18:20

S… Speaker 1 (Randalls Talk OG)

stopping at nurses stations and different departments.

18:23

S… Speaker 1 (Randalls Talk OG)

We would usually round for about 90 minutes at a time.

18:26

S… Speaker 1 (Randalls Talk OG)

And it was long,

18:27

S… Speaker 1 (Randalls Talk OG)

you know, walking around with the president.

18:28

S… Speaker 1 (Randalls Talk OG)

But it was valuable.

18:30

S… Speaker 1 (Randalls Talk OG)

It was invaluable.

18:32

S… Speaker 1 (Randalls Talk OG)

learning what the needs were,

18:34

S… Speaker 1 (Randalls Talk OG)

and he would ask,

18:34

S… Speaker 1 (Randalls Talk OG)

he said, you know,

18:35

S… Speaker 1 (Randalls Talk OG)

how are y 'all feeling?

18:36

S… Speaker 1 (Randalls Talk OG)

You know, what do you think you need?

18:38

S… Speaker 1 (Randalls Talk OG)

And an overall reoccurring theme was staff

18:42

S… Speaker 1 (Randalls Talk OG)

duress.

18:43

S… Speaker 1 (Randalls Talk OG)

You know, we want something wearable.

18:45

S… Speaker 1 (Randalls Talk OG)

So that,

18:46

S… Speaker 1 (Randalls Talk OG)

those,

18:47

S… Speaker 1 (Randalls Talk OG)

you know,

18:49

S… Speaker 1 (Randalls Talk OG)

all of these are important,

18:50

S… Speaker 1 (Randalls Talk OG)

the risk assessment,

18:51

S… Speaker 1 (Randalls Talk OG)

but that rounding was really important for us.

18:54

S… Speaker 1 (Randalls Talk OG)

So is that,

18:57

S… Speaker 1 (Randalls Talk OG)

how many of you are doing rounding like that?

18:59

S… Speaker 1 (Randalls Talk OG)

Anyone? Fantastic.

19:01

S… Speaker 1 (Randalls Talk OG)

A lot of you.

19:02

S… Speaker 1 (Randalls Talk OG)

at least maybe half close to it.

19:04

S… Speaker 1 (Randalls Talk OG)

I think if you're not and you can,

19:08

S… Speaker 1 (Randalls Talk OG)

if you can get on the agenda,

19:11

S… Speaker 1 (Randalls Talk OG)

get on the calendar with your executives,

19:15

S… Speaker 1 (Randalls Talk OG)

it'll pay great dividends for you.

19:18

S… Speaker 1 (Randalls Talk OG)

And seeing you on a regular cadence rounding

19:23

S… Speaker 1 (Randalls Talk OG)

with the top organizational leadership.

19:26

S… Speaker 1 (Randalls Talk OG)

And so those of you that are doing it,

19:29

S… Speaker 1 (Randalls Talk OG)

do you feel?

20:10

S… Speaker 1 (Randalls Talk OG)

So if you couldn't hear all that,

20:12

S… Speaker 1 (Randalls Talk OG)

he's doing rounding with the chief operating officer,

20:16

S… Speaker 1 (Randalls Talk OG)

going to the different departments,

20:17

S… Speaker 1 (Randalls Talk OG)

behavioral health,

20:18

S… Speaker 1 (Randalls Talk OG)

you know, which is certainly a big department for all of us to round through.

20:22

S… Speaker 1 (Randalls Talk OG)

But he's validating,

20:24

S… Speaker 1 (Randalls Talk OG)

you know, it's paying dividends.

20:26

S… Speaker 1 (Randalls Talk OG)

It's a win.

20:27

S… Speaker 1 (Randalls Talk OG)

Anyone else have any rounding story to share?

20:31

S… Speaker 1 (Randalls Talk OG)

Okay.

20:35

S… Speaker 1 (Randalls Talk OG)

Thank you.

20:38

S… Speaker 1 (Randalls Talk OG)

Okay, for technology alignment,

20:41

S… Speaker 1 (Randalls Talk OG)

talking about this moving from reactive to

20:46

S… Speaker 1 (Randalls Talk OG)

preventive,

20:46

S… Speaker 1 (Randalls Talk OG)

this is where we really started winning.

20:50

S… Speaker 1 (Randalls Talk OG)

You know,

20:51

S… Speaker 1 (Randalls Talk OG)

my son works for Google,

20:53

S… Speaker 1 (Randalls Talk OG)

and he told me a few years ago,

20:54

S… Speaker 1 (Randalls Talk OG)

he said,

20:55

S… Speaker 1 (Randalls Talk OG)

Dad, he said,

20:56

S… Speaker 1 (Randalls Talk OG)

you know,

20:57

S… Speaker 1 (Randalls Talk OG)

if you're not using AI,

20:58

S… Speaker 1 (Randalls Talk OG)

you're already losing.

20:59

S… Speaker 1 (Randalls Talk OG)

And I was like,

21:00

S… Speaker 1 (Randalls Talk OG)

you know.

21:01

S… Speaker 1 (Randalls Talk OG)

You know, I'm in law enforcement,

21:03

S… Speaker 1 (Randalls Talk OG)

security,

21:04

S… Speaker 1 (Randalls Talk OG)

and I don't know if it's as applicable to us.

21:07

S… Speaker 1 (Randalls Talk OG)

He says,

Randalls Talk OG

要約

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