Nurse Leaders: The Next Generation
2. Assess skills: As you identify staff who have leadership potential, assess their skills so you can build on strong skills and identify weak areas. For example, most nurses do not have a background in finance. Help them build their acumen with budgeting and financial issues.
3. Build on skills: Provide training sessions and action learning projects that are multidisciplinary to help them build strategic relationships with other people in the organization. Find them a mentor, maybe someone who is outside nursing and can provide a different perspective.
As staff progress, notice what they are doing and recognize their success. Provide feedback on their new skills or behavior and the effect it has on the organization. Focusing on succession planning will have nurses ready and excited about leadership and with expanded opportunities to make a difference.
Rebecca Hendren is a senior managing editor at HCPro, Inc. in Danvers, MA. She edits www.StrategiesForNurseManagers.com and manages The Leaders' Lounge blog for nurse managers. Email her at firstname.lastname@example.org.
- As Medicare Advantage Cuts Loom, Disagreement Over Program's Stability
- 3 Management Lessons from a Supermarket Debacle
- Medicare Advantage Carriers See 'No Choice' But to Accept Cuts
- Physicians to Appeal 'Docs v. Glocks' Ruling in FL
- CA Fines 8 Hospitals for Medical Errors
- Centralizing the Revenue Cycle Protects the Bottom Line
- Revenue Cycles Get a Boost from Simple JPEG Files
- IOM Identifies GME Problems, Calls for Finance Changes
- Employers Weigh Risks, Benefits of Private Exchanges
- Doctors Feel Pressure to Accept Risk-based Reimbursement