You’re Losing Your Best People. You Don’t Have To.

CPI training transforms your hospital’s culture by empowering nurses to focus on nursing.

It’s no mystery why turnover is so high.

Nurses have the highest rates of reported workplace illness and injury.[1]

Nurses are getting seriously hurt.

$1.1 billion in incurred workers’ compensation losses over five incident years—including preventable acts of workplace violence.[2]

You can’t put a price on a person.

One nurse can cost you more than $100,000—including the price of separation, recruiting, hiring, orientation, training, lost time, and lost productivity.[3]

You can’t spare any more talent.

To expand and replenish the workforce, 1.1 million new nurses are needed by 2022.[4]

Their time off the floor hurts hospitals.

67% of health care workers see a link between disruptive behaviors and negative outcomes.[5]

Every Nurse Counts

Workplace violence against nurses doesn’t happen in a vacuum—it happens on a continuum. And a systemic problem merits a holistic solution. Fill out the form to receive free evidence-based talking points to start an informed conversation at work about keeping your nurses safely anchored in fulfilling careers.

Nonviolent Crisis Intervention® training teaches the practical skills and strategies needed for assessing, managing, and responding to workplace violence. Focusing on effective prevention and safe intervention, our time-tested training supports a culture of safety:

  • You choose key staff members to take our Instructor Certification Program.
  • They’ll master verbal and physical intervention skills and learn how to successfully facilitate our training to their peers.
  • After becoming certified, they’ll train their colleagues on-site according to the level of risk they face.
  • Your hospital begins experiencing a measurable reduction in workplace violence and its associated negative outcomes.

Act now and prevent violence from further harming your nursing staff and the patients they care for.

“CPI training provides confidence in our staff who are directly involved with potentially violent and escalating situations to be able to approach and defuse the situation.”

Davette Hayes

Mental Health Technician


  1. Injuries, Illnesses, and Fatalities, US Bureau of Labor Statistics, 1994-2016
  2. 2016 Hospital Workers’ Compensation Benchmark Study, Beecher Carlson, 2016
  3. Workplace Violence in Healthcare, OSHA, 2015
  4. Workforce, American Nurses Association
  5. Combating Disruptive Behaviors: Strategies to Promote a Healthy Work Environment, The Online Journal of Issues in Nursing, 2010
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Sorry to see you go!

Before you go, you might like this recent article about proactively addressing workplace violence in hospitals. It’s an evidence-based dive into the continuum of disruptive and assaultive behaviors—and effective strategies for addressing them—that you can use to start building a meaningful culture of safety at work.

We’d love to hear from you if you find it helpful—remember, everybody in your hospital deserves Care, Welfare, Safety, and Security℠.