Mato just raised pre-seed Read more
Podcast charts
Published by Naomi & Tubi | Healthcare Culture Consultants & Team Performance Experts
Better Every Shift for Nurses: Leadership, Retention & Culture for Healthcare Managers and Executives Hosted by Healthcare Culture Consultants and Team Performance Experts Naomi & Tubi – this podcast provides you with actionable advice and actionable strategies drawn from various industries and fields of study.
On the charts
Every published chart this podcast appears in, in the snapshot behind this page. Each one links to the chart it came off.
The Mato Topic Intelligence Platform does not report this podcast as charting in a published category in this snapshot.
From the feed
The latest episodes published to this podcast’s own RSS feed. Titles and descriptions are the publisher’s.
Text us here. We'd love to hear from you When an experienced nurse joins your team, how do you recognise what they bring while working out what support they need? The way you use a competency document can shape that conversation from the start. Tubi shares her experience of arriving at a new emergency department with years of nursing experience and a list of competencies to complete. It opens a frank conversation with Naomi about what assessment captures, what it can miss, and how it feels to be the person waiting to be signed off. They explore where formal assessment has a place, and how specific feedback can help someone understand their strengths and what to work on next. The conversation moves from welcoming experienced nurses to supporting new graduates, developing team leaders and learning through simulation debriefing. In this episode: Recognising experience when a nurse joins a new team The limits of treating a competency check as the whole picture Giving feedback about specific parts of practice Using assessment tools to support learning between colleagues Coaching nurses as they step into team leader roles Building a relationship that keeps the learning conversation going A question to take into your next shift: How could your next assessment conversation help this person understand one thing they do well and one thing to work on? Hosted by Naomi and Tubi on Better Every Shift for Nurses. This episode discusses nursing education and workplace experiences. It is not clinical instruction or a substitute for current clinical guidelines, required competency assessment or local policies. Access the Tea Room Notes here Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you Sending a nurse to training is only the beginning. Without time to practise, useful feedback and permission to be a learner, the investment can disappear into the next busy shift. In this Candid Inquiry conversation, Naomi and Tubi explore deliberate practice and the uncomfortable gap between knowing something and being able to do it well. They ask what organisations, managers and learners each owe the process—and why course attendance cannot carry the whole weight of development. The conversation moves from post-workshop debriefs and protected practice to modelling, feedback and the tiny behaviour changes that build confidence over time. Along the way, Naomi and Tubi talk honestly about vulnerability, accountability and what it takes to practise leadership skills in real nursing work. In this episode: why training without practice rarely becomes capability; how leaders can make practice part of the work; why feedback and modelling matter; where learners need to bring courage and curiosity; and one small experiment to try on your next shift. Try this next shift: When someone brings you a problem, pause before giving advice. Ask one useful question first, then notice what changes. Better Every Shift for Nurses is for nurses who want work to feel more human, more workable and more worth doing. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you When every concern becomes urgent, reactivity can spread through a team and create more noise than clarity. Naomi and Tubi explore engaged stillness: acknowledging a concern, making the next step visible and waiting until there is enough clarity to act proportionately. They discuss quick-answer culture, reactive email habits, the questions that improve judgement and how to slow a response without leaving staff feeling ignored. When a nurse raises a concern, what happens next teaches the team whether speaking up is worthwhile. A rushed response can take the problem away from the person, miss important context or amplify a sense of crisis. Silence without explanation can look like inaction. In this episode, Naomi and Tubi unpack engaged stillness: the practice of acknowledging a concern promptly, holding space for discomfort and different views, and responding when there is enough clarity to act proportionately. Through examples from email management, recurring organisational pressures and conversations between staff and leaders, they explore how reactivity becomes contagious and how leaders can slow a response without disappearing. You’ll hear: why the pressure to provide a quick, certain answer can reduce judgement; how to distinguish immediate safety or wellbeing concerns from matters that benefit from a considered pause; questions that create clarity, including “What do you need?” and “What am I missing?”; and why explaining the next step and closing the feedback loop matter as much as the eventual decision. Try this next shift: When a concern does not require immediate action, acknowledge it, say when you will return to it and ask, “What do you need from me?” Immediate safety or wellbeing concerns still require prompt action and the appropriate local escalation pathway. Hosted by Naomi and Tubi for Better Every Shift for Nurses. Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you A meeting can run beautifully and still produce the wrong decision when the people closest to the work are missing—or do not trust the room enough to speak. A well-run meeting can still produce the wrong decision if the people closest to nursing work are missing—or do not trust the room enough to challenge it. Naomi and Tubi explore Trusted Proximity: being close enough to credible sources to understand what is really happening, and trusted enough that people bring forward what needs to be known. They unpack: why a room full of capable people can still lack the context a decision needs; why the right contributor is not always the person with the most authority; how oversized or overly senior meetings can silence useful knowledge; the difference between treating a stakeholder like a supermarket and building a genuine partnership; small habits that help people ask better questions, challenge assumptions and speak before workarounds become normal; and how trusted professional relationships make it safer to say, “You've missed something.” Try this before your next meeting or decision: Who is close enough to this work to know what we are missing—and have we built enough trust for them to tell us? Hosts: Naomi and Tubi Podcast: Better Every Shift for Nurses Books mentioned: Anchored, Aligned and Accountable by Aiko Bethea The Coaching Habit and The Advice Trap by Michael Bungay Stanier https://www.mbs.works/books/ Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you Healthcare change can fail long before anyone openly objects. When leaders treat silence as agreement, confusion and resignation can surface later as resistance, workarounds and stalled implementation. In the first of nine conversations about the Better Every Shift Accelerators, Naomi and Tubi explore True Echo: whether the meaning received by a team—and the impact that follows—matches what a leader intended. They look at the difference between healthy, reflective quiet and silence caused by fear, fatigue or the belief that speaking up will not help. They discuss echo chambers, constructive conflict, trust, feedback and the leadership skill required to ask a deceptively simple question and genuinely wait for the answer: “What did you hear me say?” This episode is for nurse leaders and teams who want change to work in practice, not just look complete when the email is sent. Listen for practical ways to forecast intent, invite challenge, notice quiet withdrawal and use trusted colleagues to test how a message is landing. In this episode: - the difference between a leader's intent and a team's received meaning; - why silence can signal reflection, agreement, confusion, resignation, fear or fatigue; - how echo chambers and meeting overload weaken decisions; - why trust and agreed ways of giving feedback need to exist before the difficult conversation; - the workarounds and quiet withdrawal that appear when messages do not land; and - practical questions leaders and teams can use to test understanding before implementation. One thing to try: Before the next decision moves into implementation, ask your team what they heard, what you may have missed and what the message means for their work. Better Every Shift is a conversation for nurses who want to work, learn and lead better—together. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you Australia may need another 79,000 nurses by 2035—but what in our current health services would make them want to stay? Australia’s first National Nursing Workforce Strategy gives the profession a shared direction. But whether nurses join, contribute and stay will be shaped by decisions made inside health services. Naomi and Tubi examine what nursing leaders can influence now: work design, manager capability and authority, rostering and flexibility, onboarding, development and accountability. They begin by recognising the scale and value of creating a national strategy. Then they explore the questions its implementation will need to answer. Do we understand the workforce problem well enough? What happens when more students and internationally qualified nurses enter teams that already have limited capacity to support them? How will national frameworks become funded, workable local practice—and how will we measure impact rather than activity? The conversation moves from workforce data and clinical placements to return-to-practice pathways, headcount versus FTE, leadership development and the expanding pressure on CNC, NUM and ADON roles. It closes with a practical challenge for every health service: if 79,000 nurses arrived tomorrow, what in your current service would make them want to stay? In this episode: why workforce numbers alone do not describe the experience or capability available on a shift; the risk of growing supply without increasing the system’s capacity to support people; what better onboarding could look like for internationally qualified and returning nurses; why flexibility needs enabling rosters, policies, training resources and manager support; how work design, authority and development affect senior nursing roles; and the retention levers nursing leaders and health services can act on now. Read the National Nursing Workforce Strategy: https://www.health.gov.au/resources/publications/national-nursing-workforce-strategy-0 Access the Better Every Shift report mentioned in the episode: https://www.bettereveryshift.com.au/consultation Better Every Shift is a conversation for nurses who want to work, learn and lead better—together. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you "Leadership in nursing isn't about asking people to give more; it’s about creating enough clarity that they no longer feel they have to." In this episode of Better Every Shift , Naomi and Tubi dive into the Expectation Gap —the difference between what is required by standards and how we believe we are supposed to behave to fit in. We explore how social media and our favorite "super-nurses" have warped our sense of reality, creating a culture where we feel like failures if we aren't constantly achieving more. We dismantle the Capability Cliff faced by second-year nurses and why leaders accidentally reinforce burnout by only going to their most reliable staff. Stick around to learn about the pre-planned overtime strategy and why articulating "what good looks like" is the most powerful tool a manager has to restore peace to their team's life outside of work. Key Discussion Points The Normalisation of Unrealistic Roles: Why we stop speaking up when systems are inefficient and start believing there is "something wrong with us" because we can't keep up. The Social Media Warp: How seeing only "half the story" of others' lives—perfect marriages and easy shifts—destroys our self-confidence. The Capability Cliff: Why we treat nurses with one year of experience like seasoned veterans and the risk of dropping them off the support cliff. Rewarding the Right Behavior: Shifting focus from "missing lunch breaks" as a mark of success to celebrating self-care and boundary management. Pre-Planned Overtime: A tactical approach to rosters that eliminates frantic last-minute calls and allows for upfront, non-reactive conversations. Boundaries vs. Barriers: Why being crystal clear about what you can't do actually gives you the capacity to be more flexible when it matters. The Output Illusion: Why nursing leaders need to move away from "proving they've done the work" and toward valuing support and presence. Articulating "What Good Looks Like": Why people will always overestimate what is expected if the leader hasn't made the standard unmistakably clear. Timestamps Intro: Leadership as a tool for clarity, not just more work. [00:02:00] The Social Media Trap: Why your comparison to "perfect" colleagues is a lie. [00:04:15] The Capability Cliff: Supporting the "missing middle" after year one. [00:06:00] Overtime Limits: Why most of us have never actually articulated our "number." [00:08:42] The Pre-Planned Strategy: How managers can stop the frantic recruitment cycle. [00:11:00] Boundaries & Capacity: Learning to be flexible by being clear. [00:13:30] The Manager's Burden: 80% people management vs. 20% tasks. [00:16:15] Accidental Reinforcement: Why we go to the people we trust until they break. [00:19:00] Modeling the Behavior: Explicitly stating what you expect today. [00:22:30] Closing thoughts: Creating enough clarity so they don't have to give more. The Clarity Challenge: This week, ask your team or your manager: "Have I made it unmistakably clear what good looks like today?" If you haven't, you're leaving them to fill the gap with their own (likely higher) expectations. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you "If you’re collecting badges just for the sake of the badge, you’re going to end up with a very heavy chest and you’re going to trip over." In this episode of Better Every Shift , Naomi and Tubi dismantle the "martyrdom" culture of nursing. We explore the expectation gap —the unspoken, made-up pressures that drive us to stay late and take on extra tasks at the expense of our own self-care. While being the best listener or the neatest room advocate feels like a mark of excellence, it often creates a single point of failure where senior nurses hoard skills, preventing the next generation from learning., Join us as we discuss how to move beyond above and beyond as a baseline and start articulating what good actually looks like for a sustainable career., Stick around to learn the "one conversation" you need to have with your manager to clarify what really matters on the shift. Key Discussion Points The Expectation Gap: Why most professional pressure comes from unspoken internal rules rather than real requirements., The Perils of the Badge: Identifying which "badges" (like being the unit's "shit magnet") are actually destructive to your resilience. The Single Point of Failure: Why hoarding technical or emotional roles as "badges" stops your team from growing and leaves you "underwater.", The Capability Cliff: How to support new grads after their first year when the "learning" label disappears and the expectations skyrocket. Rewarding the Right Behavior: Why senior leaders need to stop rewarding "martyrdom" and start celebrating self-care and proactive boundary management., Managing the "Pebble in the Shoe": Practical ways to identify and filter the emotional load of being the "best listener" on the unit., Timestamps [00:00:00] Intro: Why are we competing to be the most burnt out? [00:02:20] The Best Toenail Clipper: The various "badges" we claim and which ones to keep. [00:03:36] Hoarding Skills: How being the "best listener" creates a bottleneck for the team. [00:07:20] The Salary Trap: Why senior roles often default to martyrdom over sustainability. [00:11:00] The Capability Cliff: Dropping new grads off a cliff after year one. [00:16:48] The Overtime Conversation: How to clarify expectations with your manager today. [00:20:48] Peer Support vs. Personal Sacrifice: Better ways to manage unit venting. About Better Every Shift Better Every Shift is the podcast for brilliant healthcare professionals ready to turn curiosity into their greatest clinical superpower. Hosted by Naomi and Tubi , we draw on our combined decades of experience to help you bridge the gap between clinical stress and professional impact. Episode Challenge: This week, pick one "badge" you are carrying that feels heavy and have a clarifying conversation with your manager or peer about the real expectations vs. the ones you've made up Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you Executives often ask about budget, patient flow, or staffing numbers, but when was the last time you asked a senior nurse: 'What is the pebble in your shoe this week?' In this episode of Better Every Shift , Naomi and Tubi tackle the crisis of the missing middle —those quietly reliable senior nurses who do the heavy lifting but are now leaving the profession in droves. We move past the standard focus on "vacancies" to discuss capability risk : the invaluable organizational memory and clinical expertise that walk out the door when a mid-career professional resigns. We explore why it’s rarely a massive systemic issue that drives these professionals away, but rather the "tiny, annoying things"—like a device that never works or a frustrating system—that finally push them over the edge. Stick around to learn the four essential retention conversations every executive should be having and how a coach-like approach to executive rounding can stop the "quiet cracking" of your most valuable staff. Key Discussion Points The Missing Middle: Why our most reliable nurses are leaving for other work—not just retiring—and the $100,000+ cost of losing that expertise. Vacancies vs. Capability Risk: Shifting the executive focus from "bums on seats" to the clinical relationships and safety culture lost during mid-career exits. The "Pebble in the Shoe": How identifying and fixing the "little things" (like broken equipment or annoying tech) can have a larger impact than big-level data fixes. Quiet Cracking: Identifying the subtle signs of disengagement—skipping lunch, hiding in offices, or a drop in "generosity of spirit"—before a resignation letter arrives. Four Retention Conversations: A simple framework for executives to ask: What do you enjoy? What’s frustrating? What’s your next move? What would make you leave? Transferable Skills and Streams: Why the nursing profession struggles to support mid-career moves between education, management, and clinical roles. Authority vs. Responsibility: Supporting leaders who have the reporting burden but lack the authority to fix the systems they manage. Timestamps [00:00:00] Intro: The "Pebble in the Shoe" Hook and the Missing Middle. [00:02:00] The Heavy Lifters: Why "quietly reliable" nurses feel inequity. [00:05:00] Capability Risk: Why senior resignations cost more than $100,000. [00:11:00] Life Stressors: Supporting the "sandwich generation" with flexible care options. [00:13:00] Executive Rounding: Moving from budget questions to "What’s the pebble?". [00:15:00] The Coach-Like Approach: Using curiosity to restore autonomy and belonging. [00:18:00] The Retention Framework: Four questions to ask your team today. [00:23:00] Quiet Cracking: Spotting the nuance of disengagement before it’s too late. [00:27:00] Call to Action: Pick one experienced nurse and ask the question. Are you a healthcare leader? Subscribe to Better Every Shift for tactical advice on turning clinical curiosity into organizational impact. #NursingLeadership #HealthcareManagement #NurseRetention #BetterEveryShift #HospitalExecutives Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you "Have you ever found yourself so 'underwater' at home that you had to look a well-meaning visitor in the eye and say, 'I’m happy you brought dinner, but I’m going to bed now, see ya'?" . In this episode of Better Every Shift , Naomi and Tubi dismantle the "blank slate" myth in healthcare—the arrogant assumption that clinicians only grow through two-hour professional development workshops while their decades of lived experience are treated as background noise. We explore why nursing is a team sport and why recruitment panels are often "afraid to be curious" about who a person is outside of their registration. From Naomi’s high-stakes lesson in consequences while driving a ute full of hay to Tubi’s realization that "we and us" mentalities are forged on basketball courts and rowing crews, we discuss how to bridge the gap between life and leadership. Stick around to learn how to identify the "transferable skills" your team is already using every shift and why your organization's resilience depends on valuing the "real world" wisdom your staff brings to the bedside. Key Discussion Points The Triplets’ Time Management: How managing four kids under 18 months teaches a leader to set boundaries and prioritize "my timing" over people-pleasing. The "Hay Bale" Lesson: Why the best clinical lessons involve real-world consequences and why "bunny-hopping" a car is the perfect metaphor for inconsistent leadership. Team Sports vs. Solo Wins: Why clinicians with a background in competitive team sports bring a natural "team leader" priority to the ED. The Arrogance of the Workshop: Challenging the idea that a two-hour session can replace the "politicking" and negotiation skills learned on a sporting committee or at a non-profit board. Recruitment Curiosity: How probing into a candidate’s "non-clinical" past—like managing a rural youth group or a difficult relationship—provides a much richer understanding of their true strength. Flipping the Script: Moving from a "box-ticking" interview to a session that explores how life has built a candidate’s capacity for clinical creativity and resilience. M aximize your recruitment ROI by looking for the "hidden" leadership indicators that don't appear on a standard clinical CV. By valuing lived experience, you can build business resilience and a workforce capable of navigating complexity without waiting for "permission" or a formal workshop to show initiative. Timestamps [00:00:00] Intro: Are we failing to recruit the right "athletes" for our teams?. [00:02:00] Managing the Colicky Baby: Lessons in priorities and boundaries. [00:08:00] The Rowing Shell and the ED: Why nursing is the ultimate team sport. [00:12:00] Start-and-Stop Consequences: The hay bale story and clinical pace. [00:15:00] The "Baby Bird" Myth: Why we undervalue previous life experiences. [00:18:00] Fierce Coaches and Teen Lessons: Learning to receive candid feedback early. [00:22:00] Probing for Greatness: How recruitment panels can "dig a little deeper". [00:25:00] The Arrogant Workshop: Why one day of training won't "fix" a leader. About the Hosts Better Every Shift is the podcast for brilliant healthcare professionals who believe that self-regulation and honest reflection are the keys to professional excellence. Hosted by Naomi and Tubi , we use our curiosity and lived experience to help you bridge the gap between clinical stress and genuine leadership impact. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you “If you are the only person who knows how to do the roster, manage the equipment, or troubleshoot the EMR, you aren't indispensable—you’re a single point of failure.” In this episode of Better Every Shift , Naomi and Tubi tackle the dangerous paradox of the "go-to" nurse. We explore why being the only person with the answers feels like professional value but is actually a direct threat to your unit’s resilience. We dismantle the "pleading" style of leadership , where managers treat delegation like a personal favor to "mates" and end up losing their clinical credibility in the process. From Naomi’s teenage "breathalyzer" strategy to the "E-Myth" concept of working ON the business , we provide a roadmap for moving along the continuum from operational task-master to strategic leader. Stick around to learn why succession planning is one of your most important (and ignored) tasks and how a one-minute "context" conversation can stop a shift from collapsing the moment you go on leave. Key Discussion Points The Delegation vs. Allocation Trap: Why making work personal leads to "pleading" and how to reframe tasks as team resource management. Warmth vs. Competence: Finding the balance between being a "dictatorial" rule-follower and a "dithering mess". The Power of Context: Why providing the "why" and inviting negotiation makes clinical requests land effectively instead of sounding like an order. Managing Resistance: Strategic ways to handle "pushback" by identifying the underlying cause—is it the task, or is the team member just having a difficult day?. The Bottleneck Manager: How holding onto tasks because "it’s quicker to do it myself" creates a single point of failure for the entire service. Succession as Unit Strategy: Why training staff to do the roster or manage equipment is an investment in whole-service sustainability. Working ON vs. IN the Business: Using the E-Myth framework to give your department a secure, resilient future. What’s In It For You? You will walk away with a shift in mindset: realizing that you are never indispensable in healthcare and that your true value lies in how many people you have trained to take your place. You’ll gain tactical scripts for providing context and inviting negotiation, ensuring your team feels supported rather than "abandoned" during high-pressure shifts. Timestamps [00:00:00] Intro: The "Single Point of Failure" [00:02:00] Pleading vs. Allocating: Why delegation is never personal. [00:04:00] The Credibility Gap: Why "begging" your team fails. [00:06:00] Naomi’s Breathalyzer Story: When "right" is delivered "wrong". [00:08:00] The 3 Hidden Keys: Context, Connection, and Negotiation. [00:12:00] Handling the "Difficult" Team Member: When to pull rank and when to give control. [00:15:00] The Manager’s Angst: Why holding on feels safer than letting go. [00:18:00] Paediatric Cannulation & Junior Staff: Teaching before you need to. [00:20:00] Developing Service Capability: The hidden cost of "it's faster if I do it". [00:24:00] The E-Myth Revisited: Learning to work on your business. About Better Every Shift Better Every Shift is the podcast for brilliant healthcare professionals who believe that self-regulation and honest reflection are the keys to a better shift. Hosted by Naomi and Tubi , we draw on our lived experience as clinical leaders to help you build your thought leadership and clinical impact. The "Single Point of Failure" Analogy: When you are the only one who knows the "secret" to the roster or the equipment, you aren't a hero—you’re a bottleneck . Like a single piece of equipment that breaks and shuts down an entire OR, if the unit collapses when you go on leave, you haven't built a team; you’ve built a dependency. This episode is about building resilience , not indispensability. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you In this episode of Better Every Shift , Naomi and Tubi dismantle the rigid boundaries of nursing career "streams"—Educator, Manager, Clinical, and Research. We explore the "bland job description" trap and why our current systems make it nearly impossible for brilliant clinicians to move between roles, even when they have the exact transferable skills the organization needs. Naomi shares the story of her own "impossible" jump from educator to Nursing Director—a move three levels up that many said shouldn't be done—and how she sustained that role for 18 months. We discuss why business resilience depends on workforce flexibility and why the "clinical voice" must be articulated with clarity if we are to survive the next five years of healthcare. Stick around to learn how to "flip the script" on your next job application and why the most powerful thing a leader can say is, "I don't know yet". Key Discussion Points The Streaming Paradox: Why we justify senior director positions by creating rigid lanes that actually decrease organizational flexibility. The 3-Level Jump: Naomi’s lived experience moving from educator to executive and what it teaches us about imaginary career boundaries. Articulating Transferable Skills: How to translate research budget management or educational feedback into "elite leadership skills" for an interview panel. The "Bland" JD Trap: Why simplifying job descriptions to reduce administrative chaos has stripped away the creativity needed for staff development. Sitting in Tension: Why the need to have all the answers is driven by fear and why "holding your ground" on uncertainty builds more respect than a quick, wrong answer. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you It feels like there is something missing. "How did they not see this patient was becoming more unwell?", "I can't trust anyone to do their job". We tend to think we think with logic at the forefront, but as this episode unpacks all of us have flawed, clouded with emotions and biases. In this episode Tubi and Naomi unpack critical thinking and developing it in out nursing teams. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you "Judgment is an emotion. Every time you articulate a clinical judgment to a colleague, you are delivering an emotional message, whether you like it or not." In this episode of Better Every Shift , Naomi and Tubi dive into a rich and provocative article by Margaret Bearman et al. titled "Feedback with feelings: the human complexity of expressing judgements about performance." We dismantle the myth that emotions in healthcare are merely "internal psychological states" to be managed in private; instead, we recognize them as the literal "elephant in the room" in every clinical learning environment. We explore why claiming to give feedback "without judgment" is actually a form of professional dishonesty that can make a situation worse. From the physiological impact of adrenaline and cortisol on our ability to hear properly to the "story" we create in our heads about our peers, this episode provides a roadmap for "naming the edge". Stick around to learn how to move beyond sterile clinical checklists and start having the pragmatic, transparent conversations that actually move the needle on performance. Key Discussion Points The Myth of the "Internal State": Why the literature is misleading when it suggests emotions are only the individual's problem to manage. Judgment as an Emotional Act: Understanding that expressing a judgment is an emotional event for both the supervisor and the trainee. The Honest Debrief: Why admitting you are upset about a poor outcome can actually lead to a more useful conversation than pretending there is no problem. Physiological Barriers: How high-stress triggers (like a pager going off) flood the body with chemicals that make it impossible to process complex conversations. The Pre-Mortem Strategy: How to forecast "icky" feelings on day one to normalize struggle and keep the lines of communication open. Gendered Judgments: Addressing harmful social hierarchies, such as the "angry mum" feedback trap, and how to keep feedback factual rather than personal. Pastoral Conversations: Why understanding the context of a student's life is often more powerful than any clinical performance checklist. Timestamps [00:00:00] Intro: The Bold Statement—"Judgment is an Emotion". [00:01:46] The Elephant in the Room: Why we ignore emotions in debrief. [00:03:00] The Dishonesty of "Feedback Without Judgment". [00:05:00] Adrenaline and Cortisol: Why you can’t think straight when the pager goes off. [00:07:00] The Pre-Mortem: Forecasting the "year of disaster" for students. [00:09:00] Why we value some feedback more than others: Impressing the "right" people. [00:12:00] Scenario 1: The "Long, Audible Sigh" and naming non-verbal cues. [00:15:00] Scenario 2: Dismantling gendered judgments and the "Angry Mum" comment. [00:18:00] Scenario 3: Legitimizing pastoral conversations over checklists. [00:21:00] The "Desk Fairy" Analogy: The power of intentional positive feedback. [00:25:00] Special Offer: Coaching and e-learning for your clinical team. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you "Without relationship, that content is not going anywhere." . In this episode of Better Every Shift , we are joined by Nathan Oliver , a simulation expert and PhD candidate who has spent over a decade leading medical and nursing education in the UK and Australia. Nathan challenges the traditional "medical paradigm" by arguing that rapport, trust, and safety must be prioritized over clinical content if we want learning to actually land. We dive into the "spicy" world of simulation and debriefing, exploring how to manage disruptive "clinically strong" team members and how to support struggling new grads who feel like they are "underwater". Nathan shares his unique insights on "debriefing by eyebrows" —why your tone and cadence are more important than your specific questions—and the vital importance of mental rehearsal in high-stress emergencies. Key Discussion Points The Social Learning Shift: Moving beyond Kolb’s 1984 model to understand simulation as a social practice where we learn in community. Reading the Room: Identifying "micro-communication" leaks and body language in "muted" or "shut down" teams. The "Lizard Brain" in the Clinical Space: Why we don't rise to our aspirations under stress but instead lower to our level of training . Mental Rehearsal: Why athletics and aviation prioritize mental walkthroughs and why healthcare needs to make this practice explicit. Fake vs. Genuine Curiosity: Why your team "smells a rat" when you ask inauthentic, judgment-laden questions. The Burnt Memory: A powerful story of how one piece of negative feedback can stop a clinician from apologizing for a decade. Chapters Intro: Nathan Oliver’s journey from "underwater" student to simulation expert. [04:00] The Social Practice of Learning: Watching and reflecting in community. [06:00] Scenario 1: Managing the highly disruptive but clinically strong team member. [09:00] Making the Implicit Explicit: Modeling transparency [17:00] Scenario 2: The struggling new grad —is it capability or stress overload?. [20:00] The Adrenaline Secretion: Why we can’t think clearly in the first five minutes of an emergency. [23:00] Debriefing by Eyebrows: The impact of tone, cadence, and genuine curiosity . [25:00] The Burnt Memory: [28:00] The Gold Tip for Educators: Why relationship always trumps content . [31:00] Debriefing the Debrief: stay in the growth space. Resources Fixing, Helping and Serving Rachel, Naomi Remen Author of Kitchen Table Wisdom Daily Good Story E motional Culture Deck - Riders and Elephants Work Nathan is contributing to: The Scottish centre debrief model The Meta-Debrief Club: An embedded model for ongoing faculty development and quality assurance Exploring the Meta-debrief: Developing a Toolbox for Debriefing the Debrief - PMC Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you “If the people aren't part of the agenda... how is that not an email?” In this episode of Better Every Shift , Naomi and Tubi tackle the "sterility trap" —the dangerous trend where nursing meetings become so focused on "efficiency" and data reporting that they lose the personal connection necessary for effective decision-making. We explore the "tyranny of silence," where a lack of relationship at the leadership level means no one feels safe enough to speak up as one voice when difficult directives are handed down. Stop wasting your team's time with verbal content downloads. We discuss how to "flip the script" so reporting happens beforehand, leaving your meeting time open for exploration, meaningful questions, and activating your team’s "brains trust" . Whether you are a nurse manager or an executive leader, this episode provides a practical framework for moving past "sterile" spaces to create genuine collective responsibility. Key Discussion Points The Sterility Trap: How trying to be efficient by removing "peopleness" and levity actually makes teams less efficient and less capable of tough conversations. Flipping the Script: Moving reporting to pre-meeting updates so the live session can focus on exploration: "What risks lie here?" and "What are people worried about?". The Tyranny of Silence: Why silence in a meeting is rarely agreement—it’s often isolation and a lack of collective agreement to share the responsibility of speaking up. Hiding Behind Slides: Why many leaders rely on data and slides because they lack the facilitation skills to manage strong personalities and open conversations. The Social Contract: Setting a meeting agreement to focus on the challenge, not the person , and managing expectations for action over immediate solutions. What’s In It For You? You will gain a three-step strategy to "un-sterilize" your meetings and reclaim your team’s focus. You'll learn how to identify which agenda items should have been an email and how to facilitate a conversation that makes clinical data actionable and personal. By the end of this shift, you’ll have the tools to ensure your staff feels heard, reducing the risk of "whinge sessions" and increasing shared responsibility. Timestamps [00:00:00] Intro: The "How is that not an email?" [00:02:00] Defining the Sterility Trap: Why efficiency shouldn't kill connection. [00:05:00] The Tyranny of Silence and the isolation of leadership. [00:08:00] Flipping the Script: Exploration vs. Reporting. [00:11:00] Facilitation Mastery: Why you should stop downloading content. [00:14:00] The "Brains Trust" and shared responsibility. [00:17:00] Setting up the 3-Month Pilot to change your meeting culture. [00:22:00] Time limits and avoiding the "whinge session". [00:25:00] Making specialty experiences (like Periop) transferable to the whole group. The "Meeting Script" Analogy: Imagine your meeting is a clinical handover . If you spend the whole time reading the chart out loud, you aren't actually assessing the patient—you're just reciting data the team could have read themselves. Flipping the script means everyone reads the chart before the huddle, so the time spent together is focused on the critical thinking : "What are we worried about today?" and "How are we going to support each other?". Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you “When was the last time you told a peer the brutal truth about your workload?” In this episode of Better Every Shift , Naomi and Tubi pull back the curtain on the "tyranny of silence" that plagues healthcare management. We’ve normalised unrealistic workloads and a "mama bear" philosophy that tells us we just have to roll our sleeves up and cope. But what happens when that stress causes us to lose our capacity to think clearly and make critical decisions? We explore the challenge of distorted peer perceptions —the dangerous habit of looking at a colleague’s "wins" while wearing blindfolds to their private struggles. If you’ve ever felt the shame of "not coping" while everyone else seems fine, this episode is your permission to stop running the race alone. Stick around to learn how a 15-minute "intentional tap" can help you re-map your priorities and finally give you the professional leverage to say "no". Key Discussion Points The 30-Hour Overtime Trap: Real-world examples of managers doubling their workload without assistance and the silence that follows. The "Mama Bear" Downside: How our natural desire to care and "just get it done" becomes a barrier to seeking necessary support. Cognitive Burnout: Recognizing the moment you lose the capacity to assimilate information or make articulable decisions. Apples vs. Grapes: Why comparing your private struggle to a colleague’s public presentation is a distorted metric of success. The Flow-On Risk: Why failing to formalize your struggle isn't just a personal issue—it's a direct risk to patient care that amplifies as it flows down the chain. Choosing Brave: How one response to a corporate plan gave a whole team the permission to prioritize recruitment over deliverables. What’s In It For You? You will walk away with a strategy to formalise your experience before it reaches the point of despair. You’ll learn why regular, "unproductive-looking" meetings are actually the most valuable safety valves in your cohort. Most importantly, you’ll gain the scripts to move beyond saying "I'm busy" to being intentional about what you are struggling with, allowing your peers to help you re-allocate or stop ineffective work. Timestamps [00:00:00] Intro: The "Brutal Truth" and the Blindfolds of Peer Comparison. [00:02:00] The Mama Bear Philosophy: Why we feel we "just have to cope". [00:04:00] Shame and Despair: The emotional weight of the "apples and oranges" comparison. [00:06:00] Distorted Perceptions: Why a great presentation doesn't mean a manager is coping. [00:07:00] Burnout Metrics: When you lose the ability to think clearly. [00:09:00] The Normalization of Unrealism: How we set up the next person for failure. [00:11:00] Role and Goal Clarity: Ending the "Tyranny of Silence". [00:12:00] The 15-Minute Intentional Tap: How to ask for help. [00:14:00] Permission to Say No: Influencing your team by choosing brave. [00:15:00] The Ultimate Risk: How leadership silence flows to the patient bedside. About Better Every Shift Better Every Shift is the podcast for brilliant healthcare professionals who believe that self-regulation and honest reflection are the keys to a better shift. Hosted by Naomi and Tubi , we draw on our lived experience as clinical leaders to bridge the gap between systemic stress and professional efficacy. Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you "One week from today, you will have forgotten 90% of everything you learned in your last training session." In this episode of Better Every Shift , Naomi and Tubi tackle the "Ebbinghaus forgetting curve" and the massive amount of energy wasted on professional development that never makes it back to the clinical floor. We explore the critical gap between becoming a clinical expert and achieving "adult development" —the level of maturity, professionalism, and team-player skills that mandatory training simply doesn't touch. From the thousands of dollars in untouched nursing scholarships to the power of non-formal learning—like standup comedy, oncology massage, and managing a cricket team—we discuss how to take charge of your own growth. Whether you are a manager trying to keep your head above water or a clinician waiting for "permission" to grow, this episode provides a roadmap for making learning stick through intentional coaching and small, daily actions. Key Discussion Points The Scholarship Imbalance: Why significant study funding and grants are sitting unutilized and how to bridge the gap between expectation and initiative. Adult Development vs. Clinical Expertise: Moving beyond "ticking boxes" to understand how to support your manager and your team with professional maturity. The Power of "Weird" Learning: How Tubi’s interest in food and Naomi’s presenter mastery course provide more clinical value than traditional postgraduate degrees. Finding Your Why: Exploring why healthcare clinicians are hitting burnout when their "North Star" for care conflicts with a rigid system. The 30-Day "Critical Move": Why the first 30 days after a workshop are the most important for embedding new behaviors. Facilitation vs. Presentation: Why ditching the PowerPoint for a "facilitated conversation" is the most powerful way to lead a team meeting. What’s In It For You? You will learn how to identify your own "pain points" as a starting point for development and how to leverage community roles to build professional skills. For managers, we share a novel coaching approach —the "angel on the shoulder"—that provides 30 days of daily prompts to ensure your team's training actually results in a "critical move". Timestamps [00:00:00] Intro: The 90% Forgetting Curve. [00:02:00] The mystery of the unapplied scholarships. [00:04:00] What "Adult Development" actually looks like in a clinical team. [00:07:00] Non-formal learning: From oncology massage to standup comedy. [00:12:00] Why clinicians lose sight of their "Why" and fall into burnout. [00:17:00] Managers: How to leverage your team's interests for collective growth. [00:20:00] Why PowerPoint kills responsibility in the room. [00:25:00] The Brisbane Workshop: 30 days of "Angel on your shoulder" coaching. Resources Mentioned David JP Phillips: Presenter Mastery Course. Simon Sinek’s Team: Finding Your Why. Ebbinghaus Forgetting Curve: The science of why we forget. 70/20/10 Learning Model: For blended organizational development. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you “This is a container ship. You are getting it to turn 180 degrees... that doesn't happen overnight; it’s little bits over time”. In Part B of our deep dive into civility with Renee Thompson, we move beyond identifying "near enemies" to the practical framework of sustaining culture change. We explore why "tattling" to a manager is a symptom of a weak culture and how to empower employees to have "healthy workforce conversations" directly with one another. Renee breaks down her "top-down, bottom-up" approach, emphasizing that while leaders are responsible for the department's culture, the entire team must be equipped with the language to protect it. From bypassing the "lizard brain" with pre-prepared scripts to understanding why psychological safety has nothing to do with comfort, this episode provides the evidence-based system needed to eliminate bullying and sustain a professional clinical environment. Turning the Container Ship: Understanding that culture change usually takes about six months to "turn the corner" and a full year to implement fully. The Top-Down, Bottom-Up Framework: Why you must strengthen the executive level while simultaneously empowering frontline teams with data and tools. Data Over Assumptions: Using organizational, leadership, and team quizzes to find exactly where your behavioral gaps are. The Curiosity Hat: How to respond to an eye-roll or a huffed sigh by simply "naming the behavior" and asking, "Are you okay?". Bypassing the Amygdala: Using scripts to give your prefrontal cortex a "ready-to-go" response so you don't freeze, clobber, or run away when faced with negativity. Honesty and Respect: The "willingness" script—how to set boundaries by saying, "I am willing to continue this conversation as long as you are willing to communicate with respect". Psychological Safety vs. Accountability: Why safety means being willing to speak up even when you are incredibly uncomfortable. The Interprofessional Challenge: Recognizing that incivility is a "human issue," not just a nursing one, and must include physicians and allied health to be successful. You will walk away with a toolkit of scripts and principles (like "Notice, Question") that allow you to confront disruptive behavior without losing your cool. You’ll learn how to stop "batting the ball across the fence" and start building a relationship-based culture of coaching and feedback. Timestamps [00:00:00] Intro: The Container Ship Analogy. [00:02:00] Data and Evidence: Why you can't make assumptions about your department. [00:05:00] The Framework: Top-down, bottom-up, and everything in between. [00:07:00] Using Quizzes to find your organizational weak spots. [00:08:00] Naming the Eye-Roll: How to wear the "Curiosity Hat". [00:10:00] The Science of Scripts: Bypassing your Amygdala. [00:13:00] Honesty and Respect: Stopping the "talk behind the back" cycle. [00:16:00] Why even the CEO needs a coach. [00:21:00] Psychological Safety: Speaking up when you're uncomfortable. [00:24:00] Breaking the Silos: The Interprofessional Strategy. Resources Healthy Workforce Institute Resource Page: Free webinars, podcasts, and "How to Protect Your Newest Nurses" downloads. Eradicating Bullying & Incivility Program: An interactive self-study academy for healthcare leaders. "The Next Conversation" by Jefferson Fisher: Insights on scripting and why your first word should be a breath. The Curiosity Hat & Scripts: Available via Renee Thompson’s website. Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Text us here. We'd love to hear from you This episode of Better Every Shift for Nurses focuses on the "long game" of nursing culture, featuring an in-depth conversation with Renee Thompson, the founder of the Healthy Workforce Institute . We dive into the hidden layers of workplace incivility, exploring the concept of the "near enemy"—those "squishy," covert behaviors like backstabbing and exclusion that are harder to define than overt bullying but just as damaging to a team. Outright bad behavior is easy to see and manage. It’s the ‘not quite right’ behaviors that are actually harder to pick up and realise how damaging they are. In Part A of our series on civility, Renee Thompson joins us to share her journey from the bedside to becoming a global advocate for healthy workforces. After a "worst-of-her-life" 14-month stint as a unit director, Renee realised that healthcare is hard enough without coworkers making it harder. We tackle the uncomfortable reality of staffing crises and the dangerous "math" managers do when they tolerate a behaviorally toxic nurse because they are afraid to lose a "clinically competent" body. The Near Enemy vs. The Far Enem y: Why love and hate are clear, but the "squishier" behaviors of exclusion and backstabbing are harder to hold people accountable for. Rules for Engagement : How to use the Talking Stick technique and established common ground to resolve clashing between different teams or departments,. The Compact of Professional Behaviors : A simple, one-page tool where every team member contributes to defining how they will—and will never—treat each other. Leading Your Own Groundswel l: What to do when your own boss isn’t supportive of a better culture. Hint: You are the adult, and no one is coming to save you,,. Therapeutic Extraction : Why playing the "long game" by removing a toxic employee actually results in a waiting list of people who want to work in your department. Bridging the Gap with HR : Moving past the "brick wall" by using collaborative documentation and building a behavioral case based on evidence, not just feelings. Standing Agenda Items : A practical tip for un-normalizing bad behavior by making "Healthy Workforce" the first item on every meeting agenda. [00:00:00] Intro The "Near Enemy" concept [00:03:00] Renee Thompson’s journey: Bedside nursing to the Healthy Workforce Institute [00:06:00] Scenario: Managing clashing managers and "animosity between teams" [00:08:00] The Talking Stick and rules for engagement [00:10:00] Creating a Compact of Professional Behaviors [00:13:00] When your leader isn't on board: Creating your own groundswell [00:15:00] The Toxic Nurse Math: Why one toxic nurse is never better than no nurse [00:19:00] Partnering with HR: Collaborative documentation and building a case [00:23:00] The link between civility and patient safety [00:25:00] Making healthy workforce a standing agenda item To access Resources from Renee Thompson and Healthy Workforce Institute visit here: https://healthyworkforceinstitute.com/ Tea Room Notes: Limited spaces - 2 intakes in November for the Educator Workshop Series Access the Better Every Shift Conditions of Excellence Scorecard here: http//: www.bettereveryshift.com.au/consultation "Is nursing turnover eroding your bottom line? Stop managing the crisis and start leading the culture. Book a Strategic Consultation at bettereveryshift.com.au/consultation to turn your clinical culture into a measurable business performance indicator."
Ranking source
Apple Podcasts rankings via the Mato Topic Intelligence Platform.
Observed November 3, 2026. Cached outside the daily freshness window; the positions keep the date they were taken on.
Apple and Apple Podcasts are trademarks of Apple Inc., registered in the U.S. and other countries.
Pairs with
Bring this source into Mato to read its transferable patterns, then turn them into an original show for your own audience.