ANCHOR HEALTHCARE WORKFORCE RESILIENCE & RETENTION PILOT PROGRAM

FOUNDING PARTNER OFFER — 3 HOSPITALS ONLY

One nurse retained… and
the pilot pays for itself.

The ANCHOR 5-Month Pilot is a complete workforce resilience and retention intervention for a single department designed to fit your existing workflow, generate leadership-ready ROI data, and sustain itself through internal Champions after the program ends. 

At the founding partner investment level, saving one nurse covers the cost.

A Autonomic | N Nervous System | C Coherence for | H Healthcare | O Optimization & | R Retention

62%

of nurses report
burnout today

$60,090

average cost to replace
one staff RN (NSI 2026)

$295K

saved per 1% reduction
in RN turnover rate

5 months

full implementation timeline

3 spots

founding partner

avaiability

The founding partner investment is $35,000–$55,000.
Replacing one nurse costs $60,090.

That is the entire financial argument. If one nurse stays who otherwise would have left, the pilot has covered its cost before Year 1 ends. Every nurse retained after that and every percentage point of turnover reduced is net return.

THE FINANCIAL CASE

The numbers a CNO
needs to see before the meeting.

The 2026 NSI National Health Care Retention & RN Staffing Report puts the average cost of replacing one bedside registered nurse at $60,090. That figure accounts for recruitment, onboarding, orientation, and the productivity loss during the ramp-up period typically 3 to 6 months at 50–75% capacity.

It does not account for the overtime burden on your remaining staff during the vacancy. It does not account for the HCAHPS risk up to a 15% decline in patient satisfaction in high-turnover units. It does not account for the medication error risk, which increases by up to 12% in units with elevated turnover.

"The question for leadership is not 'Can we afford this program?' It is 'Can we afford to keep replacing nurses at $60,090 each?'"

A unit of 40 nurses at the national average turnover rate of 16.4% loses approximately 6–7 nurses per year. That is $360,000–$420,000 in replacement costs annually, on one unit, before any other downstream costs.

The NSI data is equally clear on the upside: every 1 percentage point reduction in RN turnover rate saves $295,000 annually for a typical hospital. The ANCHOR pilot needs to retain only a fraction of that to return its full investment in Year 1.

PILOT ROI

CONSERVATIVE MODEL

40 NURSE UNIT

Pilot investment (founding partner) $35K–$55K

One unit, full 5-month program

Cost to replace 1 staff RN $60,090

NSI National Report 2026

Break-even point   1 nurse

Nurses retained to cover pilot cost

Annual RN turnover (national avg.) 6–7 nurses/y

17.6% on a 40-nurse unit

Annual turnover cost (baseline) $360K–$420K

Before agency, overtime, HCAHPS

Savings per 1% turnover reduction $295,000

NSI 2026 · full hospital

If 3 nurses are retained $180,270

Conservative Pilot Outcome

Net return (3 retained, conservative) $105K–$125K+

Year 1, turnover savings only

Model based on NSI 2026 national data. Does not include reductions in overtime, agency spend, HCAHPS improvement, or quality metric reimbursement impact, all of which compound the return.

WHAT IS INCLUDED

Everything needed to go from baseline to self-sustaining culture change.

Five months … one unit … five training sessions … internal champions … leadership-ready … ROI data … nothing left out.

Month 1 · Foundation

Baseline & Leadership Orientation

  • Executive briefing — science, ROI, and cost-avoidance framing

  • Department manager & charge nurse orientation

  • Burnout inventory (MBI or ProQOL) administered to all participants

  • Turnover intent survey (validated 4-item scale)

  • HRV baseline screening (voluntary, Inner Balance technology)

  • Absenteeism & vacancy data pull (from HR)

  • Baseline Risk Report delivered to leadership

Months 2–4 · Training

Weekly Integrated Training Sessions

  • Session 1+2: Safety Before Transformation + Coherence Creates Capacity

  • Session 3+4: The Three Selves + Identity Before Strategy

  • Session 5+6: Body Intelligence + Emotion as Energy

  • Session 7+8: Patterns Shape Destiny + State Shapes Story

  • Session 9+10: Integration Creates Mastery + You Are the Healer

  • Multiple time slots per session all shifts covered

  • CEU credits available · recorded access for 30 days

Month 5 · Measurement

ROI Report & Expansion Recommendation

  • Post-program burnout inventory — same instrument as baseline

  • Post-program turnover intent survey

  • HRV re-measurement for tracking participants

  • Absenteeism comparison — program period vs baseline

  • Qualitative exit interviews (6–8 participants)

  • Full Pilot Report with go/no-go expansion recommendation

  • Leadership presentation on findings (optional)

THE 5-MONTH ARCmore
To change and reuse text themes, go to Site Styles.

From baseline to self-sustaining…
in five months exactly.

Three months is the minimum time needed for genuine nervous system recalibration,

pattern change, and the cultural embedding that makes results last

without any shortcuts or compression. The additional two months are for before and after reports.

1

Month 1

Foundation & Baseline

Leadership orientation. Data collection. Baseline Risk Report

2

Month 2

Training Block 1

Sessions 1 to 4: On-floor micro-practices launch. All shifts

covered.

3

Month 3

Training Block 2

Sessions 5 to 8: Shift huddle coherence practice begins.

4

Month 4

Training Block 3

Sessions 9 to 12: Regulation Rooms launch. Buddy support system begins.

5

Month 5 Measurement Report

Post-program data. ROI analysis. Expansion recommendation.

Year 2 and beyond: Champions sustain the program at near-zero external cost. Culture change that does not end when the contract does. iont

WHAT YOU RECEIVE

Six tangible deliverables.
One of them goes to your CFO.

Baseline Risk Report

A comprehensive departmental risk stratification document such as burnout scores, turnover intent, HRV data (where collected), and absenteeism, establishing the baseline against which all outcomes are measured.

Five Integrated Training Sessions

Fully delivered with shift-flexible scheduling, recorded access, and CEU credits. Every session integrates NSD™, HeartMath®, and NLP into a single unified methodology.

On-the-Floor Integration Toolkit

Quick-reference cards, micro-learning video series, shift huddle facilitation guide, and digital reinforcement resources; all designed to be used during a shift, not outside it.

 

2–4 Certified ANCHOR Champions (optional)

Internal staff certified to sustain the program independently facilitating peer practices, supporting new hire onboarding, and maintaining the culture of regulation without ongoing external cost.

 

Post-Program Outcome Data

Repeat burnout inventory, turnover intent survey, HRV re-measurement, absenteeism comparison, and qualitative interviews—the complete data set for your ROI analysis.

The Pilot Report

A leadership-ready document: headline outcomes, financial analysis, ROI calculation, Champions' readiness assessment, and a specific recommendation on whether and how to expand hospital-wide. This is the document that goes to the C-suite.

WHAT CHANGES

Before the pilot … After the pilot.

Before — The Current State

  • Reactive retention: managing departures as they happen, one costly replacement at a time.

  • 3% utilization: wellness programs your staff can't access, in a workday that leaves no room.

  • New grad attrition: nurses leaving before year two, before they've found their stride.

  • Moral injury accumulating: no biological tools for processing what the work costs.

  • No data: turnover as a lagging indicator you measure after the fact, with no leading indicators to act on.

  • External dependency: culture change that evaporates when the contract ends.

After — The ANCHOR Unit

  • Proactive retention: measurable leading indicators and a regulated team that stays because the environment changed.

  • On-floor tools: 60–90 second techniques woven into existing workflow used because they fit, not because they're mandated.

  • New grad resilience: regulation tools from onboarding — faster integration, longer tenure, stronger culture fit.

  • Emotional processing: staff who can carry difficult work without breaking; the difference between a team that stays and one that walks.

  • Leadership-ready data: baseline, mid-point, and post-program metrics: a complete ROI story for the C-suite.

  • Self-sustaining Champions: 2–4 internal staff certified to carry the work forward, at near-zero ongoing external cost.

THE FOUNDING PARTNER OFFER

Three hospitals… 

Founding partner pricing.

The ANCHOR program is new to the market. It is not new in

its methodology, namely the neuroscience, the HeartMath research, and the NSD principles it is built on represent decades of evidence. But as a structured healthcare workforce intervention, the first three hospitals that implement the pilot become the founding partners who shape what this program looks like at scale.

In exchange for that partnership and for allowing Marina to collect the outcome data that builds the evidence base for hospital-wide expansion, the pilot is offered at the founding partner investment level: $35,000–$55,000 depending on unit size and customization requirements.

"Three hospitals … the data … the case studies … the evidence base … that is what this founding partner offer is building toward and what every hospital that comes after will benefit from."

This is a fully delivered, completely resourced 5-month intervention with every session, every tool, every Champion certification, and the full Pilot Report at an investment level that makes the ROI case essentially unassailable.

Once three founding partner pilots are complete and the outcome data is established, the program investment reflects the full market rate. 

These three spots are the only ones at this level.

FOUNDING PARTNER— 3 SPOTS ONLY

 ANCHOR

5-Month Pilot

Complete program · One unit ·

Full Champion certification · Pilot Report

$35,000–$55,000

 Full program investment · One-time
Final pricing dependent on unit size and customization

  • Baseline Risk Report & leadership orientation

  • Twelve 90-minute integrated training sessions (all shifts)

  • On-the-floor integration toolkit (cards, videos, resources)

  • Shift huddle coherence protocol & facilitation

  • Champion advanced training (2–4 staff)

  • Manager coherence language training

  • Post-program outcome measurement suite

  • Full Pilot Report with expansion recommendation

  • Direct access to Marina throughout the program

  • CEU credits available for clinical staff

 

Marina responds personally within 24 hours.

Marina Shakour Haber

Marina brings something rare to this work: she has been inside healthcare operations at the highest financial level, that is founding and scaling a nurse staffing agency to over $30 million in annual revenue, and she holds rigorous clinical certifications across five evidence-based modalities.

She has sat across the table from CNOs. She has managed the real-time cost of burnout in staffing gaps and budget lines. The ANCHOR program is built on both: the operational credibility of someone who knows exactly what healthcare workforce pressure costs, and the clinical precision of someone who knows exactly what the body needs to move from survival to sustainable performance.

NSD™ Practitioner

Positive Psychology Master Practitioner

HeartMath Coherence Advantage®  Certified

Timeline Therapy® Master Practitioner                

NLP Master Practitioner

Clinical Hypnotherapy Practitioner

“I believe that we are navigating turbulent waters and storms that challenge our values and identity and what I have observed is that because of that most people feel stressed, anxious, and worried and what that means is they need help with their physical, mental, and emotional problems which they get from Healthcare Professionals.

And here’s a question I have: who has their backs? Who supports them through their long shifts, patient overwhelm, moral injury, and burnout? That is why I have created my ANCHOR Healthcare Workforce Resilience & Retention Program so that I can help them learn to feel safe, calm their nervous system back to their coherence baselines, and become comfortable, confident, and competent no matter what conditions they may experience.” —Marina Shakour Haber

RESERVE A FOUNDING PARTNER SPOT

Let's talk about
your unit's specific situation.

A direct conversation about your department's turnover data, what you have already tried,

and whether the ANCHOR pilot is the right fit.

There are only three founding partner spots available. When they are filled, they are filled.

Marina responds personally within 24 hours. No pressure, no pitch … just a real conversation.


Cultivating Coherence for Resilience

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