In a recent interview, Kelly Zabriskie shared her insights on building an effective Infection Prevention (IP) team, highlighting the value of diversity in backgrounds and skill sets. With a team that includes members reporting both directly and indirectly to her, Kelly’s approach to hiring focuses on the broad range of knowledge each person brings to the table. She explains that a mix of professional backgrounds—from public health to microbiology, nursing, and lab experience—creates a richer, more adaptable team capable of addressing a wide range of infection prevention challenges.
Kelly values candidates with non-traditional IP backgrounds, noting that each unique perspective enhances the team’s collective capabilities. She explains that having staff with experience in areas like sterile processing or high-level disinfection can be transformative for an IP department. A memorable example is a former sterile processing professional she encouraged to pursue a career in IP; this individual’s passion and new perspective ultimately enriched the team. Kelly believes that seeing professionals grow into IP roles from different paths strengthens both the individual and the organization.
A diverse team is also a resilient team, Kelly emphasizes. She aims for a balance of experience levels, bringing together new talent, mid-career professionals, and seasoned experts. This range allows for mentorship opportunities and the exchange of ideas that benefit everyone involved. Each team member, regardless of experience, has something unique to offer, and this collaborative approach is key to managing the complex and dynamic nature of infection prevention work.
Infection Prevention is a field that benefits from innovative thinking, and Kelly looks for candidates who are open to learning and growth. She encourages hiring managers to consider individuals with genuine interest and willingness to take on new responsibilities, as passion often translates into dedication and adaptability. For Kelly, the ideal team member is someone excited to dive into different areas of IP, whether investigating an outbreak, conducting rounds, or developing preventive strategies.
Kelly’s hiring philosophy provides a model for anyone looking to build a dynamic IP department. By prioritizing diversity in backgrounds and experience, she ensures that her team can adapt to any challenge. Her story serves as a reminder that true strength in healthcare teams comes from varied perspectives and shared dedication to a common goal.