Behavioural transformation for 2,800 nursing staff in Kuwait

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 Kuwait

• Co-design behavioural standards with nursing leadership and quality teams, reflecting Kuwait Ministry of Health requirements and hospital policies. Adapt attendance reporting, mentoring and recognition to the employment rules governing the participating public or private provider.
• Deliver Arabic and English learning materials, checking comprehension across a multinational nursing workforce. Use role play around family communication, privacy, informed consent and culturally sensitive care, including patients’ preferences concerning gender and personal dignity.
• Schedule workshops and video learning around clinical shifts, with nurse managers coaching teams between sessions. Pilot in selected wards, review patient feedback and attendance reporting, then transfer facilitation tools to internal nursing educators.

Local factors to plan for

Kuwait’s Ministry of Health regulates healthcare practice, including nursing licensing, so behavioural development must complement clinical competence and professional responsibilities. Public-sector providers operate within government employment arrangements, including relevant Civil Service Commission rules, while private providers must account for applicable provisions of Private Sector Labour Law No. 6 of 2010. Multinational teams require clear, accessible communication. Attendance measures should distinguish failures to notify from authorised leave, and learning scenarios should protect patient confidentiality rather than expose identifiable clinical information.