A Framework for Developing Holistic Leaders.

Advocating for holistic leaders' development, holistic leadership is defined and contrasted with other developmental approaches. A model that frames four dimensions of development is presented. These dimensions include self-awareness and values identification, relational capacity, problem solving and action orientation, and other orientation. [J Contin Educ Nurs. 2021;52(5):211-213.].

Mainstreaming health and wellness: The RHWP Innovation model to complement primary care.

PROBLEM STATEMENT: Multiple chronic conditions combined with the complex social needs of individuals and families often create unattainable goals of efficient and effective holistic care within primary care settings. There is a recognized need for new approaches to address the intersection of the role of social determinants of health and the resulting impact on health care utilization and outcomes as an approach to enhancing value-based care. Model description: This paper describes an innovative health and wellness model that complements the essential work of primary care providers (PCPs), as an adjunct to care delivery. The wellness program helps meet unrealistic expectations placed on providers to cover a full range of holistic services while reducing the burden on under- or uninsured patients to seek timely care. The model describes an academic-community based partnership that integrates student learning into the delivery of a wellness program provided on-site to adults residing in apartment buildings designated for low-income and disabled adults. The innovation described is a health and wellness model that complements the demands placed on primary care clinics.

Holistic Leadership-Nursing's Unique Contribution to Healthcare.

This dialogue is focused on holistic leadership from the perspective of a well-known leader in nursing. He frames the changing healthcare environment and nursing's unique contribution on the interprofessional team.

Job and Role Transitions: The Pathway to Career Evolution.

An individual's career trajectory evolves with each job and role transition. Over time, job/role experiences trigger choices as to whether to stay in a particular job setting or role. Reflective questions guide the process of deciding whether and when it is time to transition. Considerations include role fit with lifestyle expectations, need for advanced knowledge and formal education, and readiness for upward or lateral movement. Using a framework modeled after the work of Bolman and Deal, this article presents 4 lenses to guide a careerist's readiness and need for change: human resource, structural, political, and symbolic factors. Each lens is introduced to reinforce a holistic approach to key triggers and considerations in career change. The summary culminates with how to foster a joy-filled career.