The Movado Model of neuro-management integrates all these elements to deliver on its central promise: publicly posted, tangible results that demonstrate the effectiveness of care. "Movado" translates to "always in motion" in Esperanto, reflecting the model's dynamic and progressive approach.

Movado Model

Movado Model For Inpatient Mental Health Units

1. Publicly Posted Tangible Results
At the heart of the Movado Model is a commitment to transparency and measurable outcomes. Every aspect of this model is designed to support this primary goal, ensuring the delivery of high-quality care and clear communication of results.

2. Specialization
The unit must have some specialization. 

3. Interprofessional Team with a Unique Culture
A diverse, collaborative team fosters innovation and shared goals within a supportive environment.

4. Primary Nursing Team Model
Patients are assigned primary nurses to ensure consistency and personalized care.

5. Therapeutic Safe Environment
A secure and supportive space that promotes healing and recovery. This includes, but is not limited to, space organization, safety features, visual design, smell, sound, and lighting. 

6. Nursing Managerial Leadership
A nurse manager who is an active member of the local nursing union ensures alignment with nursing values and advocacy.

7. Bedside Nursing Educator
Onsite education provides continuous training to enhance clinical excellence.

8. Efficient Documentation System
An electronic medical record system provides structured input and dynamic representation of abnormal clinical data, ensuring accuracy, facilitating a quick understanding of patients' core issues, and enhancing efficiency.

9. 8-Hour Shift Schedule
Balanced shifts that support staff well-being and promote optimal patient care.

10. Breaks for Staff Support
Structured breaks let staff rest, eat, sleep, and recharge, ensuring proactive, safe care. 

11. Integrated Group Therapy
Built-in group therapy is a core component of the care model.

12. Evidence-Based Policies
All rules are practical, easy to implement, and grounded in evidence.

13. Direct Patient Care Emphasis
At least 60% of nursing time is dedicated to direct patient interaction and care, as calculated by RTC (return time to care). 

14. Optimized Unit Size
A capacity of 20 to 25 beds strikes a balance between manageability and an optimal total number of staff members to foster an effective team.

15. Rotating Charge Nurse (Team Leader) Model
Leadership roles are shared through a rotating charge nurse system.

16. Registered Nurse Staffing
All care is provided exclusively by registered nurses, ensuring the highest standard of expertise.

17. Dynamic Safety Approach
Flexible safety measures and enhanced staff skills adapt to the evolving needs of patients and staff.

18. Mobile Workstations for Nurses
Nurses work from mobile stations located outside the traditional nursing station, promoting accessibility and patient engagement.

19. PSW Support
Personal Support Workers (PSWs) are available 24/7, ensuring a therapeutic environment is maintained. They support nurses by Returning Time to Care (RTC), eliminating the need for security staff, even in Mental Health Intensive Care Units (MHICUs).

20. Remove Constraints
Apply the Theory of Constraints to identify and remove obstacles, ensuring the effective achievement of tangible service goals.

21. Personal Connections
Managers dedicate at least one hour every six months to meet individually with each staff member, fostering stronger relationships and open communication. Performance appraisals are replaced with meaningful, growth-oriented conversations.

22. Collaborative Team Meetings
Hold weekly team meetings for all staff, including physicians, featuring mostly unstructured time to encourage open idea exchange, creative problem-solving, and constructive feedback, including critiques of management.

23. Team Building Activities
Incorporate both on-the-floor and off-the-floor team-building exercises to strengthen interprofessional cohesion, enhance collaboration, and boost overall team effectiveness.

24. Successor Development Program
Establish a pathway for staff to grow into manager and educator roles by providing mentorship, skill-building opportunities, and hands-on experience, fostering leadership development and career advancement.

25. Rotated Schedule with Flexibility
Implement a fixed, yet adaptable three-month rotating schedule that provides staff with predictable work patterns for better life planning, while allowing flexibility for ad-hoc accommodations when necessary.

26 Educational Support
Offer various programs to support staff development, including at least five paid days for attending professional conferences annually, with conference fees covered (excluding travel and hotel costs), to encourage continuous learning and growth.

27. Behavior Therapist (BT) Integration
Include a Behavior Therapist (BT) as part of the team when serving patients with dual diagnoses or Autism Spectrum Disorder, ensuring specialized care and support tailored to these individuals' unique needs.

28. PINEL De-Restraint System
The PINEL system is implemented to ensure safety and security while prioritizing patient dignity and minimizing the use of physical restraints.

29. No Staff Discrimination Beyond Salaries
Equity is prioritized on hospital grounds. There are no special privileges, such as reserved parking for physicians or management, apart from on-call urgent staff parking. This fosters a culture of mutual respect and inclusivity.


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Why Choose Boris as Your Consultant?

Boris brings unparalleled expertise in designing and implementing the Movado Model for inpatient mental health units, with a proven track record of success in secure and acute settings.

By applying this model in a secure acute forensic unit, Boris achieved remarkable outcomes:

- Eliminated Code White and Mechanical Restraints: Successfully removed the need for emergency interventions by transforming the care environment and fostering proactive management strategies.

- Decreased Seclusion Rate by 10 Times: Significantly reduced the need for seclusion, prioritizing therapeutic engagement and patient well-being.

- Eliminated Staff Lost Time Due to Work-Related Injury: Streamlined workflows and reduced physical strain on staff, improving safety and operational efficiency.

- Dramatic Increase in Staff Satisfaction:
Fostered a positive work environment through innovative leadership, effective communication, and a supportive team culture.

- Nurses Working Off the Nursing Station:
Enabled nurses to provide direct patient care while using mobile workstations and portable phones, enhancing accessibility and efficiency.

- Significant Reduction in Length of Stay:
Optimized care delivery to reduce patient length of stay, allowing for more effective treatment and resource management.

- Successful Discharge of Treatment-Resistant Patients:
Using behavioral therapy (BT) and a team-based approach, Boris safely transitioned particularly resistant patients back to the community.

Boris’s leadership and the success of the Movado Model are further validated by glowing recommendations from former multiprofessional staff members on his LinkedIn profile. These endorsements highlight his exceptional leadership style, collaborative approach, and the transformative impact of the care model he implemented. To see these recommendations, visit his LinkedIn profile and scroll down to the "Recommendations" section for firsthand testimonials.