Baylor Scott And White: Excellence via Mission, Values And Shared Governance

Overview:

Baylor Scott & White’s Temple Market exemplifies a culture of loving-kindness, shared governance, and accountability that extends across its system. Regional Director of Nursing Excellence Kimberly Bertini emphasizes trust, humility, and meeting people where they are—values reflected in the organization’s mission-driven leadership, employee giving fund, and collaborative councils for engagement, professional development, and quality. With every hospital designated as Magnet or ANCC Pathway, the system’s values-driven culture translates into national recognition, high-quality outcomes, and a workplace where staff and patients alike feel cared for and supported.

Leaders: Kimberly Bertini, Regional Director of Nursing Excellence, Baylor Scott & White

Framework: Mission-aligned leadership backed by transparent culture and shared governance

“ALO feels even more essential now than when we first began talking about it a year and a half ago. Years ago, we approached this work as a single service line—now we’re transforming the entire organization, and that shift is incredible. I’m deeply committed to it. People need to come to work feeling satisfied and engaged; only then can they consistently deliver the results we expect and move beyond simply meeting metrics. What once felt extraordinary just becomes the way work is done. But to sustain that level, you have to push into the realm of love. It’s the love that keeps you there.”

– Kim Bertini, Regional Director, Nursing Excellence

Goals

Embed the organization’s mission and values in every interaction—from the first recruiter contact to daily patient care.
Strengthen trust and transparency across teams to build a resilient, unified culture.
Align staff around shared purpose and priorities through meaningful governance structures.

Challenges

Ensuring mission and values are more than posters: translating them into lived experience.
Overcoming silos and inconsistent culture across diverse teams and sites.
Increasing authentic engagement in decision-making, especially across levels and disciplines.

Key Initiatives

Values-Driven Recruitment

From day one, prospective team members experience Baylor Scott & White’s warmth and transparency—aligning personal values with the mission.

Visible and Trustworthy Leadership

Leaders practice “immediate warmth”—listening as humans, not administrators—fostering relational trust during onboarding and rounds.

Shared Governance Councils

Empowered councils involving frontline staff and leaders collaboratively shape priorities and hold the system accountable to mission-aligned work.

Mission-Culture Feedback Loops

Continuous dialogue (e.g., shared forums, council reporting) ensures the mission isn’t static—it’s a living, co-owned part of the system’s identity.

Outcomes:

Quantitative

Improved engagement scores and alignment around mission and values.
Tangible increases in retention among clinical staff.

Qualitative

New hires describe a “culture of genuine welcome and care.”
Teams speak of feeling “seen,” “trusted,” and “empowered to lead.”
Shared governance cited as “game-changing” for alignment and operational clarity.

Lessons Learned

Quantitative

Warmth creates trust. Mission comes alive when leadership connects with genuine presence and humanity.
Shared power builds alignment. Governance structures give voice—and build ownership—at every level.
Values require dialogue. Ongoing conversations ensure culture stays vibrant and relevant across a large system.