Behavioural transformation for 2,800 nursing staff in Canada

The challenge

Absenteeism and professionalism issues were harming patient experience, hospital reputation and operational stability.

The Ventiora response

A three-month blended programme used experiential workshops, video learning and role play, while preparing nurse managers to mentor and supporting a new recognition policy.

Adapting this engagement for Canada

• Retain the three-month blend of experiential workshops, video learning and role play, but map scenarios to provincial nursing standards, such as those of the College of Nurses of Ontario, covering therapeutic communication, accountability and patient dignity.
• Schedule protected learning time around shifts and involve union representatives in attendance and recognition policy design. Prepare nurse managers to mentor consistently, with French-language delivery in Quebec and bilingual coordination where teams and service obligations require it.
• Where AI-supported learning or feedback is proposed, establish approved uses, human review and privacy checks before deployment. Use fictional patient scenarios, assess vendor storage and access arrangements, and build role-specific skills rather than introducing tools without manager preparation.

Local factors to plan for

Canadian healthcare requirements vary by province: Ontario hospitals must account for the Personal Health Information Protection Act, while Alberta custodians operate under the Health Information Act. Data residency requirements should be checked against applicable law, procurement terms and organisational policy rather than assumed to be uniform nationally. Nursing shortages and shift coverage affect release time for learning. Attendance interventions must respect collective agreements and disability accommodation duties, while patient-facing scenarios should address Indigenous cultural safety and locally relevant language needs.