These innovations offer more than flexibility — they give our senior nurses a way to extend their careers while mentoring new generations. They bring care to underserved communities without the need for physical infrastructure. For patients, particularly in rural areas where hospitals are closing at alarming rates, virtual care models could mean the difference between receiving help and being left behind. There are also significant staff retention benefits, which when mixed with other initiatives – think nurse residency programs – can have real and impactful staffing outcomes.

But let’s not sugarcoat this. Virtual nursing will require significant investment in technology, training and trust-building. Patients and staff alike need to feel confident in these new ways of working. The good news? Early adopters are already seeing promising results, and the health care community has never been one to shy away from a challenge.

The power of data: Building a smarter workforce

We talk a lot about the promise of AI, but what does that look like in practice? Picture this: a hospital struggling to fill shifts in its oncology department suddenly has a clear map of staffing needs — forecasted months in advance — thanks to AI-driven analytics. Or in our case at OpusVi, using hundreds of thousands of data responses from new nurses, allowing our clients to take a real look at what is happening in their workforce and plan ahead in more custom support.

This isn’t about replacing humans with machines; it’s about making their jobs easier and more effective. Data can reveal patterns we’ve long missed, such as which specialties are most at risk for burnout or where patient volumes will spike during flu season.

The challenge, however, is access. Smaller hospitals may lack the resources for these tools, and leaders must find ways to ensure equity in the digital health care revolution. But the potential is undeniable, and as we’ve seen time and again, health care workers will rise to the occasion when given the right tools.

Rethinking what makes a great nurse

For years, we’ve equated quality with degrees — BSN, MSN and beyond. But is that the only way forward? With enrollment in nursing programs declining for the first time in decades, it’s clear we need a new approach.

Competency-based models are emerging as a powerful alternative, prioritizing practical skills over traditional education. Take nurse residency programs: they give new nurses hands-on experience tailored to their environments, boosting confidence and retention.

This is where health care leaders can truly make an impact. By shifting focus from “How many degrees do you have?” to “What can you do, and how can we help you grow?” we can unlock talent that might otherwise be overlooked.

Caring for our elders: A national responsibility

The statistics are sobering: by 2030, the number of Americans aged 85 and older will double. Home care is already in crisis, with too few personal care aides and CNAs to meet demand.

But there’s hope in innovation. Some health care systems are converting existing staff — receptionists, food service workers, even volunteers — into certified aides through tailored training programs. It’s a win-win: these workers gain new skills and career opportunities, while patients receive the care they need.

Still, the stakes are high. Acute care facilities are increasingly competing for CNAs, pulling them away from home care roles. Addressing this imbalance will require national coordination and a shared commitment to our aging population.

Related: U.S. hospitals reduce turnover by bolstering employee pay, benefits

The next generation: Inspiring a workforce of tomorrow

When I visit hospitals and training centers, I’m always struck by the energy of young people stepping into health care for the first time. But their paths are not always easy. Many are juggling jobs, education and family responsibilities while trying to build careers in a demanding industry.

We owe it to them to make these pathways clearer and more accessible. Flexible CNA and MA programs, early recruitment initiatives targeting high school students and career mobility programs are already making a difference.

These programs don’t just fill vacancies — they create a future. When a 16-year-old intern becomes a licensed nurse at 22, we’re not just solving today’s problems; we’re building the health care system of tomorrow.

A closing reflection

I’ve spent years working alongside health care professionals, and one thing is always true: their resilience is unmatched. But resilience alone isn’t enough. As leaders, policymakers and innovators, we must match their dedication with action — investing in people, embracing innovation and designing systems that support care teams from the ground up.

Health care’s future is in the hands of its workforce. Let’s give them every reason to stay, thrive and continue the work that changes lives every single day.

Andrew Malley, CEO of OpusVi