Poster can be found at location 123.

Background: Since May 2021 a Swiss university hospital is organized with a new management structure focusing stronger on nursing. There are six medical departments, which are headed by a department medical officer (DMO), a department financial officer (DFO) and a department nursing officer (DNO). The implementation of a DNO as one of the trio is new and innovative for a university hospital in Switzerland. The DNO has a shared leadership role with a department clinical nurse leader (DCNL). Here the DNO and the DCNL describe the pathway to a person-centred workplace culture with the nursing ward leadershipteams within their department after the implementation of the new management structure. Methods: At first the DNO and the DCNL analysed critically their understanding of shared leadership as well as person-centred workplace culture by clarifying their beliefs and values and by building up a shared vision for person-centred leadership. Following, several workshops with the nursing ward leadershipteams we clarified beliefs and values on person-centred workplace culture. We also used several practice development methods on building up a vision about person-centred nursing within the department. Results: A flourishing person-centred workplace culture is enabled through the DNO and the DCNL by living a shared leadership, being authentic as leaders, being close to the teams and being facilitators by using enabling questions. Thus, the DNO and the DNCL set an example of living person-centredness as role model for their nursing ward leadershipteams. Conclusions: Based on our experience to date, constant dialogue and relational connectedness between nursing ward leadershipteams are required to have a   shared understanding and to enable a person-centred workplace culture. Shared values and beliefs have been shown to be crucial for a successful teamwork and an effective workplace culture.