Rural healthcare providers operate in different environments compared to their urban counterparts. As noted in Tools, frameworks and resources to guide global action on strengthening rural health systems: a mapping review, rural populations continue to experience poorer health outcomes compared to metropolitan areas, with this difference associated with a lack of health care coverage for 56% of rural residents, compared to only 22% in metropolitan areas. This disparity is further confirmed by research from Hosseini et al., which found that "rural populations continue to experience poorer health outcomes compared to metropolitan areas."
The healthcare industry's struggle with technological adaptation makes the challenge worse. As noted in Healthcare Workforce Adaptation to Technological Advances, "A major issue is the fast pace of tech changes, creating a skills gap among healthcare workers." This skills gap is more in rural settings where resources for ongoing education and training are often limited.
The nature of rural healthcare work adds another layer of difficulty to technology training. As documented in Context counts: training health workers in and for rural and remote areas, research shows that "when compared to their metropolitan counterparts, rural practitioners carry a heavier workload, provide a wider range of services and carry a higher level of clinical responsibility in relative professional isolation." This reality means that rural healthcare staff frequently wear multiple hats, with nurses, administrators, and support staff often handling responsibilities that might be divided among several specialists in larger facilities.
The implications of these staffing constraints are evident in real-world rural healthcare settings. As Teresa Mallett, CEO of Madison Regional Health System, explains in the American Hospital Association's “Mobilizing Technology and Innovation to Support Rural Health" knowledge exchange, "Being an independent critical access hospital, you must figure out where your resources are going and where you're getting them... getting these implemented in a small facility can be difficult due to small staff sizes and most staff wear multiple hats." This challenge is echoed by Trent Bourland, CEO of Coal County General Hospital, who notes that "our staff wear two or three different hats and finding time for them to sit down and learn a new process or a different service that we want to add is a significant challenge."
These facilities often serve larger geographic areas with smaller populations, resulting in tighter budgets and leaner staffing models. As Christopher Fielder, director of product marketing at Arctic Wolf, observes in his analysis of healthcare technology challenges in the HealthTech article, "There are so many gaps to fill".
When new technology systems are introduced—whether it's electronic health records (EHR), telemedicine platforms, or practice management software—the training approach must account for these realities. The importance of skill development cannot be overstated, as Healthcare Workforce Adaptation to Technological Advances emphasizes: "Healthcare workers must learn not just new technical skills but also broader abilities like digital knowledge, data analysis, and understanding ethical issues in tech-based healthcare." MSPs recognize that effective training programs must be comprehensive yet efficient, enabling staff to quickly become proficient across various system functions without overwhelming their already demanding schedules.
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The economic reality of rural healthcare makes the MSP model important. As Robert McFarlane, managed security strategist at CDW, explains in the HealthTech article, "You get a team of experts for the cost of one person. That offers fractional value". For rural facilities operating on tight budgets, this approach provides access to specialized expertise that would otherwise be expensive.
This value extends beyond just cost savings. Rural healthcare facilities often need support that spans multiple domains—from basic system training to advanced security considerations. As Fielder notes, "If you're a medium-sized hospital, you need incident response, threat hunting, endpoint detection and response, and everything else. You need someone with experience who can be available nights and weekends".
The training aspect of this support becomes even more important when considering what Corey Lively, CEO of Great Plains Regional Medical Center, identifies as a fundamental challenge: "Workforce training is another challenge. Recruiting people who are knowledgeable in technology and training is a challenge." This challenge is further amplified by the broader industry issue that Healthcare Workforce Adaptation to Technological Advances identifies: "Training and support for healthcare professionals to use new technologies are often lacking, slowing their adoption." MSPs bridge this gap by bringing specialized knowledge directly to rural facilities, eliminating the need for facilities to recruit and retain their own technology training specialists.
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As emphasized in Context counts: training health workers in and for rural and remote areas, effective rural healthcare training must recognize that context is paramount. The research emphasizes that "to appreciate the requirements of rural training, it is necessary to understand rural communities, their health service needs and the nature of rural practice." This principle is equally applicable to MSP technology training programs.
Healthcare Workforce Adaptation to Technological Advances reinforces the need for tailored approaches, which notes that "Healthcare professionals need training in digital skills, data analytics, and AI. Tailored, regularly updated programs are necessary." According to the mapping review research, improving rural health care and health outcomes relies on system strengthening at multiple levels. Successful MSPs employ several strategies when training rural healthcare staff on new systems and tools. The most effective approach begins with an assessment of the facility's existing technology infrastructure, staff skill levels, and specific workflow requirements.
Phased implementation training is effective in rural settings. Rather than attempting to train staff on all system features simultaneously, MSPs break down the training into manageable phases. This might involve starting with core functionalities that directly impact patient care, then gradually introducing more advanced features as staff become comfortable with the basics. This approach aligns with findings from The requirements of providing health education for rural people through electronic methods: the experiences and perspectives of community health workers, "for virtual education, we shouldn't have too much content - it should be short and catchy.” This approach reduces the learning curve and minimizes disruption to daily operations.
Role-based training modules ensure that each staff member receives instruction relevant to their specific responsibilities. For example, front desk staff might focus on patient scheduling and registration features, while clinical staff concentrate on documentation and clinical decision support tools. This targeted approach maximizes training efficiency and helps staff quickly see the value in new systems.
Given the geographic challenges and scheduling constraints common in rural healthcare, MSPs must offer flexible training delivery methods. Traditional on-site training, while valuable, is often supplemented with remote options that accommodate rural facilities' unique circumstances.
Virtual training sessions have become popular, allowing MSPs to provide real-time instruction without the travel costs and time commitments associated with on-site visits. However, these sessions must overcome infrastructure challenges. Research in the experiences and perspectives of community health workers, found that "unstable internet connectivity, poor cellular coverage, and lack of a dedicated telephone line for e-learning were the most important issues mentioned as barriers to implementing virtual education." These sessions can be recorded for future reference, creating a valuable library of training resources that staff can access whenever needed.
Self-paced online learning modules offer another layer of flexibility, enabling staff to complete training during slower periods or outside regular work hours. These modules often include interactive simulations that allow users to practice with system features in a safe environment before working with live patient data. As demonstrated in Context counts: training health workers in and for rural and remote areas, this hands-on approach is effective, as "rural clinical education provides more 'hands on' experience for students such that they are exposed to a wide range of common health problems and develop greater procedural competence".
Hybrid training models combine the best of both worlds, featuring initial on-site training to establish fundamentals and build relationships, followed by ongoing virtual support and advanced training sessions. This approach ensures that rural healthcare staff receive personalized attention while maintaining cost-effectiveness for both the MSP and the healthcare facility.
Rural healthcare staff often face challenges when adapting to new technology systems. As discussed in the mapping review, there are factors that influence the readiness of rural health systems to implement and apply telehealth successfully, including managing resistance to change and the efficiency of the technology introduced. MSPs must be prepared to address these obstacles through training and ongoing support.
Technology anxiety is common among healthcare workers who may not have experience with complex software systems. This challenge is worsened by infrastructure limitations in rural areas. Research in the experiences and perspectives of community health workers found that "unstable internet connectivity, poor cellular coverage, and lack of a dedicated telephone line for e-learning were the most important issues mentioned as barriers to implementing virtual education."
The importance of maintaining the human element while embracing technology cannot be understated. As Healthcare Workforce Adaptation to Technological Advances emphasizes, "Balancing tech and human aspects in healthcare is key. While tech can automate tasks and offer insights, human elements like patient interaction and ethical choices are vital." MSPs combat these challenges by creating supportive learning environments that emphasize practical application over technical complexity. Training sessions focus on how new tools will improve patient care and streamline workflows rather than dwelling on technical specifications.
However, as Holly McCormack, DNP, R.N., President and CEO of Cottage Hospital, points out, the human element of technology adoption can be positive: "I heard somebody say that AI would dehumanize health care, but I think that it does the opposite; by taking the computer out of the middle, you're now having a face-to-face encounter again." This perspective helps MSPs frame training around the benefits of technology rather than its difficulty.
Limited time for training requires MSPs to be creative with scheduling and delivery methods. Rural healthcare workers have expressed in the experiences and perspectives of community health workers, that "health education is a critical issue because our workload is high, so there should be a dedicated person for education".
Varying skill levels within rural healthcare teams calls for differentiated training approaches. According to the research, the majority of tools in the workforce block were developed for promoting health professionals' education and increasing their competencies. MSPs often conduct pre-training assessments to identify individual learning needs, then provide additional support for those who need it while avoiding redundant instruction for more tech-savvy staff members.
Resource constraints present another barrier. Rural healthcare workers in the experiences and perspectives of community health workers often note that "our phones are personal devices, and we also buy our internet, and this is one of the problems." MSPs must work with facilities to identify sustainable solutions for providing necessary equipment and connectivity for training and ongoing system use.
One of the strategies MSPs use is identifying and developing internal champions within rural healthcare facilities. These are typically staff members who demonstrate strong technology aptitude and leadership qualities. MSPs provide these individuals with advanced training, enabling them to serve as on-site resources for their colleagues. This approach aligns with successful rural medical education models, where research in Context counts has shown that "studies have shown that the three factors most strongly associated with entering rural practice are: (i) a rural background; (ii) positive clinical and educational experiences in rural settings as part of undergraduate medical education; (iii) targeted training for rural practice at the postgraduate level".
Internal champions play multiple roles in the training system. They provide peer-to-peer support, which is often more readily accepted than guidance from external consultants. They also serve as feedback conduits, helping MSPs understand how well training programs are working and what adjustments might be needed. Additionally, these champions can provide ongoing training for new hires, reducing the long-term training burden on the MSP while building internal capacity. As Fielder emphasizes, "The right provider will treat you like it's their own organization, not just another alert on a console.”
Successful technology adoption in rural healthcare requires more than just training—it demands systematic governance and strategic alignment. As Jeremy Davis, President and CEO of Grande Ronde Hospital and Clinics, explains, "We launched our AI governance committee and adopted a new strategic plan a few years ago that focused on digital health transformation." This governance approach ensures that training programs align with broader organizational objectives and maintain consistency across implementations.
The governance framework also addresses concerns about data security and privacy that are important in rural communities. McCormack emphasizes the importance of transparency: "Communicating and committing to a vision and having it in the strategic plan is important for the hospital. We focus on educating the community... it's important to educate both your patients and the community as to what that means: What happens with their data?"
The pace of technological advancement means that one-time training is insufficient. As Healthcare Workforce Adaptation to Technological Advances notes: "As technology becomes more central in healthcare, workers' roles change, highlighting the importance of ongoing learning and a creative, flexible approach to healthcare." Successful MSPs work with rural healthcare facilities to establish cultures where continuous learning is encouraged and expected.
This cultural transformation is supported by organizational leadership recognizing ongoing education's value. Healthcare Workforce Adaptation to Technological Advances emphasizes that "Organizations should encourage a culture where staff continuously learn and engage with new tech." This requires investment in both time and resources, but the long-term benefits in terms of improved patient care and operational efficiency make it worthwhile.
While each rural healthcare facility may believe it has unique needs, successful MSPs understand how to balance customization with proven methodologies. As McFarlane notes, "A well-thought-out, well-deployed, well-architected and well-run security model can fit no matter what's in place.” This principle applies equally to training programs—while the delivery methods and specific content may be tailored to each facility's needs, the underlying framework for successful technology adoption remains consistent.
This approach allows MSPs to leverage their experience across multiple rural healthcare clients while still addressing the specific challenges and workflows of individual facilities.
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They integrate basic cybersecurity practices into role-based training modules for all staff.
Yes, many MSPs include compliance training as part of their service package.
They track metrics such as error reduction, faster system use, and patient satisfaction scores.
MSPs often provide refresher courses and resources to onboard new staff quickly.
Yes, MSPs typically provide leadership training to align governance and strategy with technology adoption.