Relevant Curriculum
Always healthcare-specific, always interactive, and always delivered by your staff, providing for alignment with internal messaging. Improve the skills and competencies of employees ranging from the service team to admin associates to allied health techs to nursing supervisors… and do it in a way that fits your needs. Explore the ways you can engage your healthcare employees from targeted groups of 10 to organization-wide initiatives and 'academies'.

Improve Critical Thinking, Problem Solving and Communication skills.  Supplement existing curriculum or customize your own program.
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Increase first level supervisory nurse engagement and retention, improve critical thinking, change management, and supervisory skills. 
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Improve entry-level job performance, engagement, retention, and succession planning with this nationally celebrated program. 
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Prepare mid-level workers for advancement and a return to college through the development of supervisory skills and a personalized healthcare career plan.
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Increase employee engagement, redeploy loyal employees to new positions, or take your Aspiring Leader program to the next level, all while saving HR staff time.
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How Do You Measure Results?
You're busy, you have outcomes to report and sometimes you need to prove the value of your workforce development efforts. Whether you're recording supervisor feedback, reporting program participant behavioral changes, or measuring core human resource metrics like employee retention, Catalyst Learning is confident you can achieve your goals with our partnership.

CLC works with its customers to develop outcomes measurement processes that mirror the well-established Kirkpatrick Model of Learning Evaluation. Measures include:

Level 1 - Completion and Learning Satisfaction
Level 2 - Knowledge Gain
Level 3 - Learning Applied on the Floor
Levels 4 & 5 - Impact on the Operation and Return on Investment

The Kirkpatrick Model of Learning Evaluation

Where Will You Get Your Next Generation of Nurse Leaders?
Over one-third of today's RNs are over the age of 50. Often times charge nurses take on their leadership role without any formal training. Though they are clinical experts, there may be an opportunity to improve their confidence and skill as managers.  Developing this group has many benefits and CLC is positioned to support you and your nurses in their professional growth.

  •  $66,000 The average cost to train 1 new RN
  •  $2,275,000 - cost for RN turnover at an 800-bed hospital in 2014
  •  14% - Average nurse turnover rate for US national healthcare organization
  •  Most Magnet status hospitals have programs of development for their nurse managers and charge nurses.
  •  The No. 1 reason people quit their jobs is a bad boss or immediate supervisor.1

1. Turning Around Your Turnover Problem

Our customers are our lifeblood!
Catalyst Learning customers are frontline champions, pioneers, and Baldrige Award winners. Hear from them, firsthand the ways that CLC development programs have impacted their employees and their organizations.


University Hospital, San Antonio

James Brookhart

Vice President of Human Resources
Mercy Hospital Springfield, Springfield, MO

Val Richardson

Workforce Development Director
Palmetto Health, Columbia, SC
Had over 0 Graduates ...and increasing every day! Catalyst Learning has helped many people reach their dream.
Helped More Than 0 Hospitals From Community Medical Centers to National Hospital systems, our customers vary in size and specialty.
Made an Impact In 0 States Catalyst Learning is proud to have a presence in 48 of 50 states, and Puerto Rico!

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