HEALTHCARE WORKFORCE ENGAGEMENT AND RETENTION STRATEGY
The workforce problem hiding in plain sight.
Rising turnover. Agency spend that won't stop climbing. HCAHPS scores slipping. CMS star ratings under pressure.
Your leadership team is solving each of these separately. But they share a single root cause — one that's already visible in your data, has a name, and is almost entirely addressable.
I help healthcare organizations connect the dots between workforce stability, clinical outcomes, and the metrics your board is watching.
30 minutes. No pitch.
Just a conversation.
WHAT'S AT STAKE
The diagnosis behind the dashboard.
Turnover in your experienced clinical workforce drives agency spend. Every agency nurse your organization hires is a signal that a permanent staff member left — and took 20 years of clinical judgment with her. That knowledge gap shows up in your care consistency, your HCAHPS scores, your readmission rates, and your CMS star rating.
Your leadership team sees the chain. What's been missing is the diagnosis — the root cause that explains why your most experienced clinical women are leaving, why standard retention interventions aren't working, and what actually moves the numbers.
That's what we identify. And once you have the diagnosis, the intervention becomes obvious.
50-200%
Cost of replacing one mid-level clinical leader as a percentage of annual salary — before accounting for lost institutional knowledge
250-400%
More per hour your organization pays travel nurses than permanent staff — the agency premium that compounds every time an experienced clinical woman walks out the door unreplaced
$6.5M–$32.5M
Estimated annual workforce capacity recovered when a 1,000–5,000 employee healthcare organization reduces executive function drag by just 30 minutes per employee per day
HOW I WORK
Three ways to work together.
Every engagement starts with a conversation. No boilerplate wellness programs — just the right healthcare workforce retention strategy for where your organization is right now.
Executive Function Workforce Assessment
A structured diagnostic that identifies where executive function drag is costing your organization the most — across turnover, throughput, care quality, and agency spend. You leave with a root cause map, a dashboard that connects your metrics to their drivers, and a prioritized 90-day action plan.
This is the starting point for every engagement. And it stands alone — no commitment to anything beyond it.
Investment: $5,000–$8,500
Leadership Education &
Training
A half-day clinical training for your managers and nursing leadership built around The Evidence-Based Workforce Engagement & Retention System™. Your leaders leave understanding the executive function root cause behind your dashboard metrics — with a shared language, a diagnostic lens, and an action protocol they can use immediately.
Investment: By conversation
Executive Function Capacity Cohorts
Small-group clinical coaching for affected employees using validated executive function tools proven in healthcare environments. Cohorts are designed to increase executive function capacity, reduce cognitive overload, and improve sustained workforce performance. Measurable outcomes. Documented results. Fully confidential.
Investment: By conversation
ABOUT TINA GASKELL
I've spent 20 years at the intersection of clinical practice and healthcare organizations.
I'm a Licensed Clinical Professional Counselor, Certified ADHD Clinical Services Provider, Board Certified Coach, and Certified Professional in Healthcare Quality — with over 20 years partnering with healthcare HR, nursing leadership, and C-suite executives on workforce performance, clinical outcomes, and retention.
I built The Evidence-Based Workforce Engagement & Retention System™ because healthcare organizations kept showing me the same data — turnover they couldn't explain, performance gaps they couldn't correct, and interventions that weren't working. The root cause was consistent. The diagnosis was missing.
I'm not a vendor. I'm a peer who happens to have the clinical credentials to identify the executive function driver behind your workforce data — and build the infrastructure to address it.