Speaker A: Foreign.
Speaker B: Welcome to the successful Nurse Coach podcast. On this podcast, Laura and Shelby, both.
Speaker A: Board certified nurse coaches, show you how to make as much money as you want in private practice as a nurse coach.
Welcome back to the successful Nurse Coach podcast, Nurse Life Coach Academy edition.
One day we're going to get a better, smoother intro for these podcast episodes. But in the meantime, thanks for enduring team.
We are both here today, Laura and Shelby,
to talk about the fastest growing holistic specialty in nursing and how we at Nurse Life Coach Academy want to lead this movement, grow this movement, fan the flame on this movement and really honestly, like, call you guys into action alongside with us to make it a bigger group project.
I think the longer,
you know, Nurse Life Coach Academy is live, Laura and I just realize the potential of what we can do here, the impact we want to make within nursing and how there is no version of this that allows us to do it by ourselves.
And we don't want to. We want to bring you, like, I think that there's way more power in numbers here.
Um, so we're excited to talk to you about all of this today. And Laura was like,
before we hit record, she was like, it's the fastest growing holistic specialty. I was like, it's the only growing specialty in holistic nursing.
I feel like that, I mean, we're so in tune with it. That might not be a completely accurate statement.
Speaker B: Yeah.
Speaker A: But you know,
just even with the evolution of like AI and things in the past couple of years, you know, Laura and I,
we had businesses pre AI, post AI and now just the speed at which we can operate has gotten even quicker and faster and more efficient and we're just like we were jogging before and now I feel like we're running a marathon at a full sprint because we are like the tools and resources we're able to leverage and we want to just not hit the brakes team.
We just want to become more equipped and more resourced to keep growing and innovating and doing really cool things here.
Speaker B: Yeah.
Speaker A: So, yeah, let's start with some data. As a baseline, coaching is a billion dollar industry in the U.S. so there's 2, 2, 222 billion industry.
Speaker B: Yes.
Speaker A: So it's significant.
Speaker B: And it's gone up 5% per year with it looking like it's going to start going more exponential. So, meaning that coaching, as far as how AI is going to shape the job market,
coaching will not be affected. In fact, it might be. It'll become more exponential for lots of reasons. Because in the post AI healthcare era, that Is being, is unfolding right in front of us.
There's a lot of experts that have different predictions, but the truth is, is that none of us really know. And if you're listening to this, you might have some ideas.
If you're listening to this, have never used AI, you're thinking, I don't even,
I'm not even gonna like mess with that. Like, nursing is a person to person thing. My job is safe.
And yes,
it. There is so many places for us to be in nursing where AI doesn't touch us, but it's gonna change the way that everything looks. That nursing school looks, that medical school looks.
Like there's big, big changes coming.
Coaching is the best modality to help human beings change.
Speaker A: Yeah.
Speaker B: Right. So I don't know if any of you have ever gone through like a software integration or a migration or like big changes or an acquisition in your job.
Anytime there's big changes in a hospital or in a job, it makes everybody more uncomfortable. And human beings don't like change, like for the most part. And yet we are forced to come face to face with change no matter where you work all the time.
Coaching helps staff,
helps us like meet change without making meaning that something's gone wrong or that it's bad. It helps us evolve faster.
And what we're seeing, not only in the healthcare sector, but in all sectors,
everything is speeding up. Even time feels like it's speeding up in some ways.
Speaker A: Yep. I think that it actually is. That's another side quest conversation. But I'm pretty sure it's just faster now.
Speaker B: Yes,
yes. And so this outlook on nurse coaching, it's like a really opportune time for it to grow. Right now we have about 2200 board certified nurse coaches in this country.
There are three main certification companies with some smaller certification companies, some university programs.
We are growing exponentially quickly. I don't know about the other programs, but I am certain that we won't be the only three in five years. That there will be more.
Speaker A: Yeah.
Speaker B: And so I think it was you, Shelby, who was talking to a nurse who was one of the first graduating NPs in the country. Is that you?
Speaker A: Yeah.
Speaker B: Do you want to share a little bit about that? Because I just think that that story like that is where we are. We're like right there with that particular point in time.
In the 80s when this happened.
Speaker A: Yeah. So I was at a cardiologist appointment a few months ago.
My cardiology team is like so freaking awesome. They always ask me about work and it's Just a time for me to like, pull up the mic and be like, listen.
Listen to how great my job is. And so I was talking to them,
you know, about Nurse Life Coach Academy. And she goes, oh, so you've switched from like, business mentorship to now this education piece? And I was like, yeah, kind of like, we do both now.
But yes, that has, like, taken the forefront of the priority over the past, you know, year, year and a half.
And,
you know, I, I work with a cardiologist, like, md and then he has a team of like, NPS under him. And so we were talking and she was asking me more questions to better understand, like, what Nurse Life Coach Academy is.
And she goes, oh, man, I might like, email you after this. Like, I do a lot of mentoring for our NPS here. Like, we're really serious about developing, like, our mentorship program.
And they are one of the only adult congenital heart specialties, like, in the nation. I'm so lucky that they're in my backyard here in Austin. But they're very serious about pioneering, like, more healthcare and support and all these things for adults with congenital heart disease.
And she was telling me, she goes, I was one of the very first NPS. Like back in the 90s, like when nurse practitioners were new, no one knew what they were.
Doctors viewed nps, like, as a threat to their job.
Speaker B: Oh, yeah.
Speaker A: And, you know, like, they just didn't have a place in healthcare yet, right?
Speaker B: Because they're new.
Speaker A: They're new and, you know, shaking things up, right? We don't like change, you know, all the things. And she goes, now healthcare cannot survive without nurse practitioners in the mixture. And she goes, this feels similar to me.
This feels similar to where, like, you're on the emerging edge of something. No one really knows where you fit. They think it sounds cool, but like, there's just this,
like, the puzzle pieces are all shifting to accommodate this new, this new specialty. She's like, just give it time, keep going. Like, the more we pioneer here, the more it fits.
And yeah, I left that meeting feeling really inspired because she's lived it for one. And in my brain I'm like, okay, 1995 to 2025, that's 30 years. I got 30 years left.
Like, maybe I will see how this comes full circle in three decades,
you know, but like, yes, hopefully it moves a little faster. I think that we have potential with just the Internet and AI and all these things for it to move faster.
But I mean, the 30 year goal, that's not so bad, right?
Speaker B: Like, God, that Makes us so excited. I mean, the.
I 100% agree.
I'm not even gonna say I agree. I'm pretty psychic or prophetic or whatever language you wanna use. I can see it, I feel it,
I get connected to it. And then we talked about devotion,
and it's like. And then I'm devoted to it. And it's like,
what's so fun is that all of you listening right now and all of our students that have just graduated are gonna start next year. Like, we're still, like, the pioneers.
Like, we're still the OGs. Like, we're still there.
The specialty has been around since 2012, 2013. I think you were on a call learning a little bit more about it,
and it is speeding up. So when we graduated, there were 400 in the country.
Before we graduated, I think there was about 800. It had doubled because another certification come into the world and was doing massive volume.
And.
And now we're here and we're adding to that. So we believe and we see that we're the fastest growing holistic specialty.
When I say holistic,
I mean not just holistic health,
but holistic as far as this, the healthcare system itself. So there's been quite a few, like, surprising things that have happened in the past year.
20% of our students are getting some form of reimbursement from their organization, either through professional development funds or through education funds.
That's really, really, really exciting.
There is nurse coach departments springing up. There are meetings happening all the time. We are working with white labeling the course to bring, like, a homegrown certification and installing it inside of organizations.
We've got organizations sending groups of people through.
I was just on the call with them yesterday. She was so excited. She's like, some of my leaders are like, do they have anything for leaders? And we're like, yes, we have things for leaders, too.
So there's this element of a desire for professional growth,
not just in clinical, but in emotional,
like, really, like, coaching addresses the emotional needs and unmet needs of our profession. For the practitioners themselves.
Speaker A: Yeah,
that's huge.
It's significant.
It's significant. And I think that's the part of all of this that is most fulfilling for me, because I know how broken we were.
Laura working bedside as people who are deeply empathetic, who care not just on the surface level for people and, like, checking boxes and bed baths and pushing meds and all the things, but, like, care for people's soul, like, how quickly you fizzle in traditional healthcare bedside roles.
I think back on us and just how under resourced we were to do that job long term.
Speaker B: Yeah.
Speaker A: And I often think to like 22 year old me, if there was a nurse coach or a place to land, like after really hard patient death, deaths or things like that, just to process and build more capacity and more skill to do my job better.
Speaker B: Yes.
Speaker A: I probably would have never became a nurse coach, if I'm being honest.
So I. That's like really deeply fulfilling for me is, you know, getting to catch nurses along the spectrum. Even if you've been in the game 20, 30 years, I think you still deserve this type of support.
Or our new grads as well, our new nurses as well. Like it's needed all across the spectrum.
Speaker B: Yeah.
We have, in this upcoming cohort, we have so many nurses in retirement age or actually already retired who a lot of them come from education.
And so if this is you,
if you have quote unquote retired, but you still have your license and you're finding that retirement isn't meeting your or fulfilling your purpose, like there's this sense that something's missing, you still have more to give.
I feel like this role is, is beckoning for you to come to learn it. I feel like healthcare and the nursing force has a rash and we need someone to go put some hydrocortisone on it.
And I feel like seasoned nurses who still have more to give,
you can go for the next generation and like soothe them with this, these skills of like bringing it back in.
And that's just the healthcare side, the healthcare stuff, staff side.
And then we get into like what this does for our patients and oh my gosh,
I don't know when conventional medicine decided that it was gonna be best to treat everybody like a protocol. Like, I don't know when that happened. I know that it creeped over time, but the way that it currently is being deployed is that everybody is a set of symptoms.
You might as well have a robot.
Yeah, might as well have a robot caring for our patients because there's no room for intuition, for presence, for. There's no space, there's no time.
And a lot of nurses sense that that's missing and feel like their hands are tied with their patients as well. But even in the nurses who bring this back to the bedside, they're feeling like because they have more emotional space, that there's more space to give with, they're even getting that need met without a whole lot changing of time or external circumstances.
Speaker A: Yeah, I am googling something really quick because I heard a statistic the other day, and I want to double check it on, like, when standard operating procedures became a thing in healthcare.
Yes,
this might be incorrect. Team. The. The 2003 is, like,
sticking in my brain that there were not standard operating procedures until 2003. Like, across.
I know. I was like, I. I remember hearing that fact and being like, what the the f are you talking about?
It's relatively a new concept of,
like,
protocols for nurses in hospitals. And I think that I can see the need for it, right? Of like, we. I mean, I had preeclampsia last year.
Speaker B: You.
Speaker A: You guys. And even talking with my very equipped doctors, I'm like,
what is your decision tree here? Like, what are you talking. And I even talked to some of our nurse coaches that work in labor and delivery, and I'm like, what are the decision points at your hospital?
Preeclampsia, like the freaking wild west.
And it's basically based on vibes. And I was like,
not good enough for me. Like, what are you talking about? Like, what are the benchmarks? And it's just like, oh, we see. It's like this conglomerate of symptoms. I'm like, that does not feel good, like, at all, being on the patient side of things.
So I can see this, like,
absolutely.
Speaker B: This.
Speaker A: This thing of, like, we need protocols and systems in place so that people, no matter what your background is, no matter what your race is, no matter, you know, like, that everybody is getting the same level of care whatever hospital you walk.
And how we can overdo it here, where that's the only tool we have to care for people. Which is not true. It's not true.
Speaker B: Right?
Speaker A: There's like all of these soft skills, this human to human skills. I have been a patient in a hospital ed so much since 2020 with babies and birth and heart surgeries and gallbladder removals, like, through the actual ringer.
And I can remember every nurse's face who sat at the end of my bed.
And, like, I, like, can't even tell the story without getting teary, but just, you know, like, held my foot well, they helped me learn how to nurse my babies. Or I had a night shift nurse whenever I was in ICU after my heart surgery and my pain was so out of control.
And she. I was at a pediatric hospital and she was a travel adult nurse working at a peds unit. And she came and she knelt by my bed and she goes, they have done you dirty here.
They have not done. They have not done well for you. And I am going to call every single anesthesiologist on night shift tonight until I get answers. And I promise you, this is appalling to me.
And like, I can, I can remember every nurse who advocated for me, who had those soft skills, who read between the lines, who use their intuition. Like,
those nurses saved my life over and over and over again. And I know that all of you listening want that kind of care for you and want that kind of care for your family members and your wives and your husbands and your moms and your dads.
Like, you want that level of care for every person.
I didn't know I was going to cry about that today, but here we are.
And so, like, yeah, I think that, like, we have swung hard to protocols and in black and white health care and like, there's. We got to like, swing back and find a agreed happier medium here.
Speaker B: Yeah, yeah, yeah. And I, I think practically. So I think back to ICU days, I think back to we were always understaffed and I know that this is a thing. Right.
So, yeah,
when.
I mean, just think about our business, Shelby. If our full time VA was out for a week, like, we aren't going to have as much like, space to be fuzzy or warm or like presence, because you're always kind of in survival mode.
Healthcare is in survival mode, like literally most of the time. So I have some statistics here that I just pulled up.
Right now, the national turnover rate for hospital RNs is 16.4% as of 2024. The average cost is 61,000, but in many organizations it's higher.
So every 1% of change in RN turnover costs or saves the average hospital almost $300,000 a year.
Speaker A: Mm.
Speaker B: And then 65% of nurses report high levels of stress and burnout. Right now,
40% of RNs, 40% of LPNs report intention to leave the workforce or retire within the next five years.
So those are all pointing towards it's not good and like, what is going to solve that?
And I feel like nurse coaching is an innovative way to solve this. Not because we need more bodies or more money. We just need more bodies that are able and not in survival mode to do a job better.
It's like we've just swung too far in this. This become human doings instead of human beings at the bedside.
And I also believe that nurse coach training, even a semester of nurse coach training in nursing school is required. We don't want our 20 somethings to burn out before they're 30.
Speaker A: Yeah,
yeah. I talk to a lot of nursing professors on advisor calls and we have Quite a few of them in nurse life coach Academy and they tell me we are setting nurses up to fail.
I know that I'm setting nurses up to fail long term. Like yes, we harp on them for clinical skills and like that's important. Right? That's really, it's risky to be in a clinical setting.
I understand the importance of that and clinical skill without emotional regulation tools, like even the best nurse. I mean you're, you're listening to two of them, right? Like two incredibly intelligent nurses who did a really great job bedside.
That.
Yeah, we're under resourced for a long term bedside career. And it is so hard that like what's the appeal of staying,
you know, like yes, it's pretty, it's, it's a tough gig to be in 20, 30, 40 years.
Speaker B: The organizations that we've had the privilege of spending time with that are on the forefront of this are having extraordinary results too.
Speaker A: Oh yeah.
Speaker B: Like I think of our meeting with the organization last month,
I love that they're thinking about, they're trying to find innovative ways to fit this so that they can keep their nurse coach department growing and that everybody gets sessions with a board certified nurse coach.
And all of the outcomes so far are like, and this is like just the beginning. It's like 5 to 40% reduction in turnover.
5 to 40% reduction in turnover on a unit that every nurse on the unit just gets one hour per month. That's just like preliminary. And I think that what we're looking for, and if you know anybody or if it's you,
we're still pioneers. Like someone's gotta go create it and go do it and like bring the message and bring the skillset to all of these organizations.
Speaker A: Yeah.
Speaker B: I think that there's so many nurses. If you led the nurse coach department and you had a group of 30 nurse coaches underneath you that reported to you and they were deployed into every finger of the hospital and you were watching everybody's stress go down, their capability go up, how bought into the organization they are,
improve like all the, the actual like objective metrics that are coming back from surveys.
What other role would be more satisfying than that?
And I think the grads that graduate this year in the next 36 months will be those,
you will be them. And there's no other organization, there's no other certification teaching this.
Speaker A: Yeah.
Speaker B: So like chances are you graduate, you keep going, this is you that gets to do this.
And as for right now, like Shelby and I will ride shotgun until the deal's done and get you installed.
I think that's our big vision for the way that this is affecting the nursing industry.
I also think private practice, we talk with it a lot about like home based businesses. Do you want to talk a little bit about why every RN should have a home based business even if their eventual goals not to leave the bedside?
Yeah, but why is it important? And I know we have some in like make the leap and in the residency, but why is it important even to consider going part time and building a part time home based business?
Speaker A: Yeah, I mean there's like a lot of practical things that are helpful, right. Of like it helps on your taxes. Like you know, tax code is written for small business owners and you know, there's just like some easy upgrades to your taxes that we can make through a home based business.
And I think that the hospital game is a, a slow burn, long game. You know, like it's long game strategy. It's not going to be like you're going to take this idea to your manager and they're going to be like, oh my God, here's a million dollars.
Make it happen. You know that, that,
okay, I'll hold the potential, but I haven't seen it happen yet.
Speaker B: Yeah.
Speaker A: And so during that time, right. And I've had this conversation with a few of our grads of you need to be coaching because you are going to be lead on this whenever they like hand the keys over.
And we cannot bypass experience here. So ideally, whenever everyone signs the dotted line, whatever the program ends up looking like,
you feel confident you got your big girl boots and pants on to be able to lead here and lead well.
And that the most effective and deep way to do that is through experience and spending time with humans. So if you can be part time coaching while also working this deal through the process, which will probably take at least 12 to 18 months bare minimum.
Speaker B: Yes.
Speaker A: Maybe even longer. Longer. We want to hand the baton to you when it's time and you feel sure in your coaching skills. And you probably need two to 300 more hours of coaching post certification to be like rock solid in your.
Speaker B: Rock solid. Yeah. Yeah.
Also the, the skill of sales that's required to have a private practice. I can tell you right now that out of certification I tried to, I went to my gym in my town and tried to like pitch me coming in as a board certified nurse coach on coach.
I thought it was such a great idea.
I couldn't articulate what I did. I couldn't articulate the results that my clients had had. I couldn't articulate the pain points of why this gym should hire me. I just didn't understand sales.
And I can tell you right now, like every time that you enroll a client into your private practice, you are perfecting this skill of sales.
Creating a nurse coach department in your organization that does not exist. You will be selling a thousand times, a thousand conversations in a thousand different ways with senior leadership and talking about finances without flinching.
You can't get that without doing it with private practice. So I also think of it as you're learning the skill of coaching, you're learning the skill of leadership in private practice, you're learning the skill of sales and you're building confidence and confidence.
And so you want to be ripe because luck is when preparation meets opportunity.
And this is preparation. And it's very difficult to prepare yourself if you're not being paid for it because free coaching doesn't give you the skills that you need. I think you do need to get paid for coaching to go sell this to an organization.
It's easy for me to go into an organization and say I have started two businesses past seven figures. I like know what I'm doing.
Speaker A: Yeah.
Speaker B: And so if I can like have that confidence in the room with the senior decision makers, they listen to me because of that confidence.
I couldn't get that any other way.
Speaker A: And yeah, earned for sure.
Speaker B: It is earned. And so we, I still think even if that's the outcome that you desire,
that a part time private practice in preparation for the big opportunity to create the dream job in the organization to make all the change,
perfect combination.
And we've got you covered how to do that.
Speaker A: Yeah. And to clarify here, team, the selling of coaching here to your organization isn't like you coming up with a proposal email. That's like the coaching program is 3.99. Like that's not what we're talking about here.
But this, the skill, the soft skills of selling of you are going to be selling the vision to your hospital over and over and over. And you need to be passionate and enthusiastic and all in on it.
And it's so much easier to be all of those things whenever you have a really like, whenever you have experience to bring to the table of like I've talked to hundreds of nurses.
This is the trend that I have seen. You know, like whenever you can bring that kind of experience to the table, it just makes talking about the vision so much easier.
That's why, why I can cry about equipping new nurses with more emotional resources because I've just. I have my own experience,
and I have coached hundreds of people for thousands of hours on this exact thing over and over and over again. Like, it's real for me, because I know it. I know it deep in my bones.
Like, you can't argue with me on it because I've done it so many times.
I was listening to a podcast the other day,
Stephen Bartlett, Diary of a CEO. I really enjoy his podcast. And he was interviewing a woman who is in the fashion industry, which is completely unrelated to us, but she's also an investor as well.
And she was saying, like, I would never invest in a company that a founder doesn't know how to sell. Like, that's an immediately a red flag for me. You're like, I'm just not going to invest because you don't have this connection skill or this ability to paint the picture on,
like, where you're going.
And I. Yeah, that just really resonated for me because it's not selling.
Like, you're not checking out at McDonald's being like, French fries and hamburger, please. It's so much. That skill is so much deeper than that. And you build it brick by brick with humans over time,
over and over and over again. Yeah, it's a big skill to master.
Speaker B: It's a big skill. It is a big skill. And thinking of current grads who I know I have a call coming up with a current grad who she's like, I know that it's a little early for me to do this, but they want to have the conversation now.
And I'll give you just, like, five pointers if this is you or you've been at the game for a while and you've gotten. We've got an organizational opportunity.
Is I will say to a CNO or a decision maker, hey, I would love to talk more about how I think nurse coaching could solve turnover,
morale, culture, all the ways that it's going to basically make you an innovator and make you look really good to your bosses.
I want to show you share. But before we do that, I would love to coach you for an hour.
Speaker A: Yeah.
Speaker B: And if it's your cno, if it's your direct report,
not a great plan. It's just awkward from, like, a power perspective.
But,
I mean, I'm talking. I'm gonna enroll you here. But Shelby and I will.
Yes,
we'll coach them so that they have an experience of what it is. So that if, as we begin talking about what the modality can do for the organization, it's not from intellect, it's from experience.
Speaker A: Yeah.
Speaker B: I could have never coached a CNO my first two, three months out of certification. I just, it would have scared me too much.
Speaker A: No, absolutely not.
Speaker B: There's a version of you that can and will without being nervous and we want to create her or him before we go create big change in the organization.
And I also think that when you go talk to decision makers, when you say something like, you know, I have worked with X amount of people and coached this many hours and this is what I see.
It's so different than, yeah, nurse coaching will do this and nurse coaching will do that and nurse coaching will do that. And as a business owner myself, I'd be like,
prove it.
And I think that that's what you get to do on a micro level to sell these macro ideas to your, the, to the organization.
I also think we're going to have some peer reviewed studies pretty soon. We do have some data like there's, we're working on like a,
essentially like a PDF pack that we can arm you with so that you can borrow confidence from us and from our grads and from other organizations that are doing this.
Mm. But essentially doing proposals to your one to one clients. If you did a hundred proposals in your first few years,
I guarantee you the way that you show up,
the cadence in your voice,
how confident you seem,
the language that you use, the questions that you ask, like if you're at a panel interview, you might say,
if the nurse coach department that I create was wildly successful, give me five things that it would solve for you right now. Like a wish list, just like you would with a client.
And those are like amazing skills. And people respond to them.
Like you get them excited because you enrolled them into this vision.
And so I think like selling the vision, not necessarily like the selling the contract or selling the. It's not the money transfer that we're learning. We're learning about selling a vision to somebody and getting them to buy in.
And that's what innovators do and that's what leaders do.
Speaker A: And yeah, it's going in and instilling hope, you know, and like to instill hope, you have to know and you have to be bought it. You gotta have plan and all of those things.
We could give you the plan, Lauren. I could write out a plan on paper, but if you are not resourced enough to implement that plan or confident enough, there's just certain things that we can't skip,
you know.
Speaker B: Yeah.
Speaker A: And so that's why I think having a private Practice you can earn while you learn, you can practice these proposal skills on a much smaller level. Like, there's just all of this elementary stuff that happens whenever you,
you know, have one to two paid, three paid clients at a time. Totally possible.
Speaker B: Yes,
totally possible.
And in fact, that's a great. I think we see that more and more as being like, the best path that we recommend. And here's the other thing as well that I want to say.
We don't really believe that we're good coaches until people pay us for it.
Yeah, we don't.
Testimonials are wonderful.
It is. There's something that the ego.
To really believe that there's value, we have to have a value transfer. And in our culture, that is a value transfer of money.
And so you will feel more confident when you've earned $20,000 and you'll feel more confident when you've earned $100,000.
Speaker A: Yeah.
Speaker B: And so even if it's not about the money,
your ego will borrow from that dollar amount that you've created in your private practice when you're having that organizational meeting. It will help so much. And I just think we should be paid for coaching.
We want you to get paid for coaching, too.
Speaker A: Yeah.
Speaker B: And that kind of leads me to this next part of why we think it's the fastest growing holistic specialty we have on our website, nurselifecoachacademy.com, we have a job board,
and it's called the Nurse Coach Job feed. It is on right at the top of our website.
And there are so many, many more jobs that RN health coaches or RN coaches are being considered for. There's also a lot of jobs where you come in as the coach for an organization to coach staff.
So not just patients, but also staff. And I would say Even just from January 2025,
I would say, like four times higher volume. I could probably get more statistics on that.
So jobs are popping up as well. If you're thinking, this is all nice.
I love the nurses that want to stay in their organizations, but if you're sitting here going like, I don't like my organization's not it. This isn't an organization I want to go work in for whatever reason.
There's other organizations that are looking for skills. Many of them are hybrid, like part remote, part work from home.
There's amazing, amazing jobs. A lot of them part time, some of them full time.
And I feel like as far as interviewing and as resume building,
you will interview, but pre certification, post certification,
you will be better at Interviews.
Speaker A: Oh, right.
Speaker B: A hundred. A hundred percent, yeah.
Speaker A: One hundred percent agree. Absolutely. It's been really cool to see, like, I know in 2019 these jobs didn't exist. And so like I watched my colleagues just bang their head against concrete walls trying to bring nurse coaching into hospitals and organizations and all this and the other.
And like now it's happening and it's happening with more ease, more resources. Like,
there's so many options. There's so many options. And you know, whenever I talk to people like, well, which path? Like, I want private practice, but I'm also open to organizational things.
I just really paint the picture on how they compliment each other. Like, it's really like a both. And even if you never had a private paid client, some for some reason, and you just wanted to do organizational coaching, you're still gonna need entrepreneurial skills in that role.
You're still gonna be the pioneer. It doesn't actually exempt you from it. You're going to be a leader either way.
Speaker B: Yes.
Speaker A: And you can develop your skills faster if you have private paid clients.
Speaker B: I just pulled up a couple jobs,
so I just pulled this one up. It's called clinical adherence coach, RN or LPN. 70,000 a year, full time, work from home.
Yeah, I'm going to pull up a couple more here just as off the board and just see what pulls up. Let's see here.
Clinical nurse coach, $82,000 a year hybrid, both remote, full time.
Uh, there's a bunch. I saw one for $350,000 a year for coaching physicians. But you needed to be a advanced practice, so there's different requirements.
Let's look at la. I'm going to pull one more up.
All right.
A lot of these are pulling up managers.
So I also think that because of that search,
that search term,
that being a board certified nurse coach is similar to leadership training. So if it's ever something that you wanted to go into, that is something that's getting popped up. This one's $95 an hour part time and it's for home health.
Speaker A: Awesome.
Speaker B: Yeah,
awesome.
So I think our ask of you guys is,
please help us.
We've got so much to do and we need leaders to do what we want to do. And that's who we're training. We're training leaders to really be at the forefront of this movement,
to be the ones making noise of changing things, not flipping tables. But you guys kind of get the,
the vibe of if you're drawn to this, there's probably a part of you that is contrarian or is a little bit of a rebel or is there's this sense even that I didn't do all my whole life didn't unfold for me to do what I'm currently doing.
Like, I know there's something more and I don't want to stop being a nurse. Like, I love being a nurse. I want to be a nurse. I sacrifice so much for this career that you want to do it differently.
I always say the training itself will make you better at whatever you choose to do.
So even if it's unclear future, you will have a better idea of how this is gonna unfold. That's the, the holistic perspective of coach training itself.
Speaker A: Yep, absolutely.
One day maybe we'll get better words to put around this, like deep inner knowing that you want something else in your nursing career.
But that's the best we got right now. And so if there is a pit in your stomach or a fluttering in your chest when we talk like this of like you don't see yourself doing your current role for the next 30 years.
We need you on our team. Like, we choose you to come and play big game with us. And it's going to be a big, big, big group project to make it happen.
Um,
yeah, I think we're ripe. We're ripe for an overhaul here in healthcare. We're right here. If we can get enough energy behind it.
Speaker B: Absolutely. Yeah.
And we talk to you all so we know you're the right people.
I think that the big ask that I have is to leap before you feel ready. Because nursing requires a certain percentage of us to leap before we feel ready or leap before it's clear or certain.
But I think what we're all longing for is a deeper connection to our vocational purpose.
Speaker A: Yeah.
Speaker B: That's more aligned with who we are. And there's a thousand ways that I think nurse coaching is the specialty that's gonna bring and deliver these,
these heroes and these change makers to.
To.
Yeah. To the healthcare field.
Right.
I'm not sure when this is live,
um, but I know it's gonna be before January 2026.
January 2026 will be the biggest cohort we've ever had. January's just traditionally end up being really big.
When I say really, really big, it doesn't mean that it's. It's overwhelming. We always keep our ratio about 30 to 1 for students with lead learning coaches and make sure that the way that our program's set up, even if there's simultaneous.
A bunch of cohorts running together,
that it's still an intimate experience for you,
but I only have a certain amount of seats because I only have a certain amount of trained lead learning coaches. So if you're thinking about it, please don't wait till January 10 for the January 11 cohort.
I don't want to turn you down.
I hate that. I hate when you hear about it and you're ready and you're finally ready, and I'm like, hey, you gotta wait three months. So if you're considering it now.
No. Text us, reach out to us, book a call with us. Even if we postpone it till March, it's better for us to know to make sure we can accommodate you.
But I find when you have the impulse to finally take action, like, you kind of gotta do it that day or it'll pass.
Speaker A: Yeah.
Speaker B: Yeah. Absolutely.
Speaker A: Jump. The water's warm. We promise.
Speaker B: It smells good, too. The water smells good.
All right, guys, well, thank you so much for tuning in and listening, and we will see you next week.
Next episode.
Speaker A: Bye, team.
Speaker B: Bye.
