Building Culture Through Infrastructure
Walk into any unit, and you can feel it—some teams come alive with connection, trust, and shared purpose, while others struggle under the weight of burnout, silos, or a culture that never quite clicked. In this episode, nurse executive Dr. Dan Lose joins us to break down why engagement isn’t about “getting people to care more,” but about designing systems, roles, and environments that make engagement possible.
Dr. Lose helps us look beneath the surface to identify the core ingredients of a healthy work environment, especially for new nurses entering the profession during one of the most challenging eras in healthcare. We talk practical strategies—how leaders can free up time for real relationships by shifting administrative work off nurse managers, how roles like clinical practice leaders strengthen onboarding and ongoing support, and how intentional processes (like welcome checklists, QR‑code feedback, and consistent huddles) turn good intentions into reliable daily practice.
We explore why engagement and retention require more than fair pay—they require psychological safety, teamwork norms, clear expectations, role clarity, and a culture that values both learning and belonging. Dr. Lose also shares how interview experiences signal culture long before a nurse is hired, why new grads need ongoing check‑ins beyond residency classrooms, and how leaders can shape unit culture through small, consistent behaviors grounded in respect for colleagues, the profession, and patients.
We also take on some of the hardest realities new nurses face: night shift transitions, schedule misalignment, limited food or wellness options, and the tension leaders feel when budgets are tight. Dr. Lose offers solutions ranging from better support structures to protecting time for professional development, all while emphasizing that the strongest teams thrive when leaders carve out sacred time for relationships.
If you’re a leader, educator, or preceptor supporting new nurses, you’ll find practical, actionable takeaways you can bring back to your unit today.
Guest Bio:
Dan Lose, DNP, RN, CNML, is a nurse executive and educator known for his innovative, collaborative, and people‑centered approach to leadership. He serves as the Acute Adult Director at UnityPoint Health–St. Luke’s in Cedar Rapids, Iowa, where he focuses on building healthy work environments and developing strong clinical teams.
With more than a decade of progressive nursing leadership experience, Dr. Lose is recognized for translating complex workforce and operational challenges into practical solutions. An adjunct professor and mentor, he is committed to developing future nurse leaders and advancing the practice of nursing at local and national levels.
Connect with Dr. Lose:
https://www.linkedin.com/in/dlose/ [https://www.linkedin.com/in/dlose/]
Selected Publications:
Lose, D., Lisk, J., & Hunger, S. (2025). Transforming nurse manager roles: Success through strategic clinical nurse leader integration. Nurse Leader, 23(3), 249–255.
Lose, D. & Joseph, M.L. (2023). Young nurse leader program: Inspiring the next generation for formal nursing leadership roles. Nurse Leader, 21(6), 658–663.
Boothby, J., Woline, C., Lose, D., McDaniel, J., & Nicholson, A. (2023). Unit partners: Creative role to recruit and retain students while delivering quality care. Nurse Leader, 21(6), 652–657.
Supporting nurses is our priority. Visit https://nursing.uiowa.edu/ionrp [https://nursing.uiowa.edu/ionrp] to explore our resources for new graduate nurses and beyond.
