About This Report

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To uncover the most impactful trends, we surveyed more than 670 healthcare leaders in compliance, education, risk management, and administration. The findings in this report spotlight vital opportunities for innovation, improved training, and the advancement of high-reliability care.

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This complimentary report is tailored for healthcare leaders in quality, safety and compliance to address the top challenges of 2026.

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Trend 1

‍Addressing AI Concerns: Building Trust in Healthcare’s Digital Future

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Artificial intelligence is increasingly embedded in healthcare operations. Our research found that 53% of leaders are apprehensive about data privacy and security with AI systems, and 52% are concerned about the accuracy of AI-generated outputs. These worries underscore a crucial need for trust and transparency.

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“Transparency, bias mitigation, and adherence to ethical standards are essential to building trust in AI systems.”

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What’s at Stake:
AI promises tremendous benefits—automation of repetitive tasks, real-time risk identification, tailored learning pathways for staff—but it also raises questions about patient privacy, regulatory compliance, ethical use, and system bias.

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Our Key Findings and Actionable Strategies

• Develop organization-wide AI governance policies, covering safe use, monitoring, and ongoing evaluation.
• Prioritize staff training to enhance understanding of AI capabilities, limitations, and ethical standards.
• Foster cross-functional collaboration between compliance, IT, and clinical teams to ensure secure system integration.
• Respondents recommend open communication about how AI impacts care, using transparent performance data to build staff and patient trust.

By addressing employee concerns head-on and putting responsible AI practices in place, your organization can harness innovation and boost reliability without compromising security or reputation.

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Trend 2‍

Strengthening Cybersecurity: Training as a Pillar of Reliability

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As healthcare remains a prime target for cyber threats, robust cybersecurity has never been more critical. 10% of surveyed organizations experienced a cyber attack in the last year, and 44% of those incidents disrupted operations. The need to train staff as the first line of defense has never been greater.

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"Phishing simulation emails help us all be more aware of the scams that are out there."

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Leading Cybersecurity Insights:

• Phishing remains the top threat vector. Regular simulations and ongoing education increase awareness, help staff spot suspicious activity, and foster vigilance.
• Role-specific cyber security training—including strong password practices, device protection, and safe data handling—is essential for all team members.
• Best-in-class organizations deliver cyber training using blended formats (online modules, scenario-based drills, and real-time feedback) to boost knowledge retention and engagement.

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Key Stat: 62% of staff reported feeling more confident after participating in phishing simulations.

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Actionable Recommendations

• Prioritize periodic audits and vulnerability assessments to spot risks before they can be exploited.
• Ensure all employees know how and when to report incidents—creating a culture where security is everyone’s responsibility.
• Involve staff in security policy development and evaluations of new technologies or IoT devices.

A proactive, comprehensive approach to cybersecurity not only shields patient information but also safeguards operational continuity—required for any high-reliability healthcare system.

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Trend 3‍

Investing in Leadership Development: Cornerstone of High Reliability

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Leadership is the engine that drives reliability, safety, and compliance throughout your organization. Many organizations lack formal leadership development programs, with respondents noting, "Leadership development for the management staff is severely lacking." This skills gap can hinder organizational change and impede the shift from reactive problem-solving to proactive excellence.

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"Strong leadership fosters a culture of accountability, ethics, and continuous improvement."

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Major Challenges and Opportunities:

• Leaders often lack access to formal development pathways, especially beyond initial onboarding.
• Real-world readiness requires a blend of soft skills (communication, emotional intelligence, accountability) and practical management (conflict resolution, team facilitation, process improvement).
• Organizations with ongoing leadership training report improved team morale, reduced compliance incidents, and increased readiness for regulatory change.

Actionable Steps:

• Assess skill gaps to individualize leadership development plans.
• Deliver learning in accessible, flexible formats, like mentorship, simulations, and self-paced modules.
• Design training that includes scenario-based practice.
• Track results and refine programs using feedback and performance metrics, ensuring alignment with organizational goals.

Investing in leadership is investing in the future—empowering every manager and executive to create a safer, more reliable healthcare environment.

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Trend 4‍

Boosting Retention with Training: Programs as a Catalyst for Reliability

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Employee retention is more than a human resources metric—it’s a direct driver of safety, quality, and compliance outcomes. 68% of respondents said training programs positively impact employee retention, and 76% said they support achieving business goals, underscoring the value of investing in workforce development.

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"Blended learning isn’t just a delivery model; it’s a reliability strategy."

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Evidence-Based Strategies:

• Blended learning models—combining digital coursework, instructor-led sessions, and hands-on practice—are more effective than traditional approaches alone. They improve knowledge retention and support skill application in real-world scenarios.
• Organizations using both internal and partner-developed courses (54% of respondents) see higher engagement and more consistent regulatory compliance.
• Employees in organizations with structured training are significantly more likely to stay with their employer long term, reducing costly turnover and supporting a stable, skilled workforce.

How to Act Now

• Pair industry-standard digital learning with in-house mentorship and hands-on skill-building.
• Map training completion to clear career progression pathways, showing staff how skills link to advancement opportunities.
• Evaluate ongoing training impact on both retention rates and quality indicators, adapting offerings for maximum effectiveness.

By using training as a strategic retention tool, you not only keep your top talent—you also strengthen reliability, morale, and organizational excellence.

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Download the Full 2026 Report Now

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Download the complete 2026 Trends in Quality & Compliance Report and access all of the trends, statistics, and proven strategies you need for long-term success in healthcare compliance.