Enhancing Personal Leadership Skills in Novice Nurse Managers
The Ohio State University
The COVID-19 pandemic required a shift in priorities and redeployment of resources, leaving professional development opportunities lacking for staff across a pediatric teaching hospital in the Midwestern United States. This absence was particularly felt by novice nurse managers who found themselves needing to provide leadership during a critical time, with minimal training in the necessary skill set. To prepare nurse managers to successfully transition into their leadership role, an evidence-based leadership development program was implemented. Nine nurse managers in the first 12 months of their role participated. The program consisted of three, 1.5-hour sessions focused on the leader within domain of the American Organization for Nursing Leadership Nurse Manager Competencies Framework and included lecture, reflective practice, and group discussion. Objectives included: implementing a leadership development program for nurse managers who were in the first 12 months of their role, increasing competence in the leader within domain of the AONL nurse manager skills inventory by 20%, and gathering program evaluation data on relevance and intent to apply the learning, with the goal of 90% of participants rating the sessions as "very" or "extremely relevant" and "probably" or "definitely" intending to apply the learning to their work. Six managers completed all sessions, with four completing the post-assessment. These four participants did show a 20% increase in the leader within domain of the AONL manager competency self-assessment following the program. On the program evaluations 100% of respondents stated that they would "probably yes" or "definitely yes" use what they learned, and 83.3% to 100% stated that content was "very relevant" or "extremely relevant" to their job. This project demonstrated the potential effectiveness of the program, while being limited by a small group of participants. The program evaluation highlighted areas for ongoing education, the impact of peer interaction on learning, and time as a barrier to managers' ability to participate in necessary leadership development.
competence, leadership development, management, nurses, staff development, workforce