Future-Proofing Healthcare Employee Development: Taking a Page from Cleveland Clinic's Learning Ecosystem
Recent studies indicate that health systems, hospitals, clinics, and healthcare organizations are struggling to maintain adequately trained staff, despite their healthcare employee development programs. The main causes of the shortfall are technological advancements, shifting care models, and increasing patient expectations, as well as an aging population that is putting more stress on health systems.
The American Hospital Association reported that although there will be a "modest surplus of physicians nationally by 2028, the number of mid-level practitioners will fall short of the country’s needs. For example, the association expects to see a shortage of about 73,000 nurse assistants by 2028, as well as a total shortfall of 100,000 healthcare workers.
To fill mid-level positions, healthcare professionals need more skills development and educational advancement opportunities at their workplaces. Against this backdrop, the Cleveland Clinic stands out with its robust educational and professional learning platform, and a learning culture that prioritizes continuous professional growth across all levels of the organization.
The Evolution of Healthcare Employee Development
Continuing education in healthcare has historically faced significant hurdles. However, emerging trends in healthcare employee development offer new opportunities to improve skills in the workforce.
Traditional Hurdles to Continuing Education in Healthcare
Many nurses report dissatisfaction with outdated continuing education formats that fail to address real-world clinical challenges. For example, most nurses prefer "an online, self-directed format for continuing education” over paper-based formats, according to an academic review of research on the subject.
However, a separate study cited in that review "rated live activity as the most preferred delivery method, followed by national/regional society meetings, online activities, internet point-of-care, and print/journal-based continuing education.”
Onboarding can also be a barrier to continuing education. Traditional healthcare onboarding often extends beyond 90 days, creating costly delays in workforce deployment and increasing turnover rates among new hires.
Moreover, healthcare organizations have struggled with mismatched skills, as traditional educational institutions can’t always keep pace with evolving needs in the industry. As new technologies and care models enter the health system, organizations must be able to train employees on them.
Emerging Healthcare Employee Development Trends
To address these challenges, forward-thinking healthcare organizations are embracing innovative approaches to learning that blend new technologies with critical skills development.
Extended Reality Technologies
Virtual reality (VR), augmented reality (AR), and mixed reality (MR) applications offer new modalities to medical education. According to a study on medical imaging interpretation, these technologies may improve procedural times, reduce errors, and enhance surgical workflows by providing realistic training environments without patient risk.
Healthcare professionals can practice complex procedures repeatedly until mastery, significantly reducing the learning curve.
AI-Powered Adaptive Learning
Artificial intelligence is transforming healthcare education by personalizing learning paths based on individual strengths and weaknesses.
A pilot study integrating AI education into medical curricula reported significant increases in student confidence across all teaching blocks, demonstrating the effectiveness of targeted digital skills development.
Microlearning Solutions
Breaking complex medical concepts into digestible modules has proven highly effective.
One study implementing microlearning for sickle cell disease education demonstrated improved knowledge retention and clinical application among healthcare providers. In each case, providers only needed 3-12 minutes to complete each topic, making it uniquely compatible with busy clinical schedules.
Building a Continuous Learning Culture
The most significant shift in healthcare education is toward creating environments where learning happens continuously rather than in isolated events. This type of cultural transformation requires organizational commitment to provide learning resources that are accessible, relevant, and integrated into daily workflows.
Cleveland Clinic exemplifies this approach with its comprehensive learning ecosystem.
Cleveland Clinic's Professional Development & Knowledge Resources
Cleveland Clinic has established an impressive array of educational and professional development resources designed to support healthcare workers at every stage of their careers:
Center for Continuing Education (CME)
As a leader in continuing medical education, the Cleveland Clinic offers a comprehensive suite of CME programs that have been refined over more than eight decades. The institution’s CME initiatives are distinguished by their top-tier accreditation status: It is recognized "with commendation” by the Accreditation Council for Continuing Medical Education.
The educational offerings are diverse, encompassing both in-person conferences and an array of digital learning modules accessible through their dedicated online portal.
Healthcare professionals can access the latest clinical advancements and best practices in a flexible, accessible manner, supporting lifelong learning and professional competency.
Simulation and Advanced Skills Center
The Simulation and Advanced Skills Center at the Cleveland Clinic represents a significant investment in experiential learning and clinical skill development. It employs sophisticated simulation technologies, including machines that mimic complex physiological activities like human breathing.
The center is highly interactive, allowing users to record sessions and analyze their decision-making to gain insights. The center serves not only internal staff but also external clinicians seeking to enhance their proficiency.
Scientific Publications/Cleveland Clinic Journal of Medicine
The Cleveland Clinic is renowned for the Cleveland Clinic Journal of Medicine (CCJM), which has been published since 1932. This journal delivers clinical research and educational content to thousands of physicians around the world. It also serves as a resource to clinical staff in their efforts to advance their careers.
Center for International Medical Education
Finally, the Cleveland Clinic provides international healthcare students and professionals with the opportunity to shadow experts, learn new techniques, and gain clinical experience. The Center for International Medical Education provides them with access to groundbreaking innovations in medicine and surgery that they can’t experience elsewhere.
Promoting Empathy, Peer Coaching, and Self-Support
According to an article from the Cleveland Clinic's Careers page, the organization’s learning ecosystem extends beyond technical skills to foster emotional intelligence, interpersonal competencies, and accountability.
Reflection and Support Networks
The institution has embraced empathy, including self-empathy, as a tool for learning and development. Leaders encourage staff to make time for reflection, celebrate achievements, and cultivate supportive professional networks.
This enhances clinical reasoning and promotes resilience in high-stress environments. It also encourages employees to learn from mistakes, rather than become discouraged by them.
300% Accountability Framework
Cleveland Clinic uses a practice of "team checking,” which helps staff prevent mistakes by verifying the work of others. This is part of what it calls its "300% accountability” framework, which holds staff accountable for their actions and the actions of others.
While this approach may sound overbearing, in practice, it creates a safety net for employees and patients alike.
As Kiersten Kanaley, Vice President, Talent Acquisition Operations at Cleveland Clinic, notes: "It's all part of creating a culture norm of learning from mistakes. The culture shifts. You hear more voices. You feel that you are part of a culture that checks on one another and is 300% accountable."
Team Coaching Initiatives
Cleveland Clinic has pioneered peer-to-peer coaching initiatives that transform workplace dynamics.
"You observe the behaviors and performance of your coworker and then provide positive, reinforcing feedback, or redirect feedback when something goes wrong," says Kanaley.
This coaching approach has yielded impressive retention results. A study found that 197 physicians stated their participation in the coaching program influenced their decision to stay at the Cleveland Clinic, resulting in more than $133 million in recruiting cost savings.
Implementing Future-Ready Learning & Development
Organizations seeking to emulate the Cleveland Clinic's success should consider these strategic approaches:
1. Conduct Skills Gap Analysis Using AI Diagnostics
Modern healthcare requires data-driven workforce planning. AI-powered assessment tools can identify specific skill deficiencies across departments and roles, enabling precise educational interventions.
2. Develop Modular Content Libraries
Following the Cleveland Clinic's model, organizations should create comprehensive yet flexible learning resources. The institution’s Center for Continuing Education Platform and specialized nursing courses demonstrate how content can be organized to meet diverse learning needs while maintaining consistent quality standards.
3. Implement Peer Learning Exchanges
Cleveland Clinic's peer coaching system demonstrates that valuable learning occurs through structured interpersonal exchanges. Organizations can formalize these interactions through mentoring programs, communities of practice, and team-based learning initiatives.
Overall, health systems, hospitals, and clinics should search for ways to leverage existing expertise for skills development and organizational cohesion.
4. Measure Impact Through Patient Outcomes
Rather than tracking completion rates alone, healthcare organizations should assess learning effectiveness through its impact on clinical outcomes. Cleveland Clinic's integrated methods connect professional development directly to patient care metrics, ensuring that learning translates to improved healthcare delivery.
Conclusion: A Holistic View of Healthcare Employee Development
Cleveland Clinic's learning ecosystem offers a blueprint for healthcare organizations navigating workforce development challenges. Their multifaceted platform—combining cutting-edge simulation technology, peer support mechanisms, accountability frameworks, and continuous learning opportunities—creates an environment where professional growth is woven into the organizational fabric.
As healthcare continues to transform through technological innovation and changing care models, learning strategies must evolve accordingly.