This performance-improvement project was undertaken with two goals, to improve the care of a patient in a code blue or emergent situation and to promote a healthy interventional radiology work environment, for teams that perform minimally invasive image-guided diagnosis and treatment procedures. The mock code blue project included three tests of change based on Peplau's grounded theory of interpersonal relations that promote nurses to apply principles of human relations to problems.The study setting was a typical American inpatient hospital interventional radiology department. The Healthcare Team Vitality Instrument (HTVI) ten-question survey was administered as a repeated measurement before and after tests of change to assess dimensions related to front-line perception of a work environment. Team vitality addresses four key factors: (1) support factors, (2) staff engagement and empowerment, (3) team communication, and (4) patient care transitions. Kotter's eight steps for implementing change were used to create an effective plan. The three tests of change spanned 4 months, from June 2017 to October 2017. The test of change 1, initial mock code blue simulation, took approximately 6 weeks to complete. The test of change 2, creation of resources on the unit, and the test of change 3, refined mock code blue simulation, both took approximately 4 weeks. Eighteen participants completed the HTVI survey, nine registered nurses and nine radiology technologists. Exploratory factor analysis of the HTVI was conducted on a 5-point Likert scale. The pretest of change 1 HVTI average mean score was 3.36. The posttest of change 1 mean score rose to 4.56. Pretest of change 2 scores had an overall lower pretest of change 1 mean score of 3.15, yet this rose to 4.6 in the posttest of change 2. The test of change 3 overall pretest of change HVTI average mean score was 4.45, reaching the highest posttest of change 3 score of 4.74, indicating the sustainability and ability to continue to improve team vitality. Scores on the ability to communicate complete information during handoffs changed from the lowest (M = 2.25) to one of the highest posttest of change mean scores of 4.63.In conclusion, the mean scores for all three tests of change indicate that team vitality improved and continued to improve through the project. Presenting the updated analytics to the interventional radiology staff throughout the project is believed to support the overall success and sustainability while implementing code blue emergent training.