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.
- 12 Hires to Keep Your Hospital Out of Trouble
- Meaningful Use Payment Adjustments Begin
- 'Mega Boards' Could be Rural Healthcare Disruptor
- 1 in 5 Eligible Hospitals Penalized for HACs
- Ratcheting Up Patient Experience Has a Downside
- HL20: Lee Aase—Who's Behind @MayoClinic
- No Boost to NFP Hospital Bond Ratings from Medicaid Expansion
- HL20: Peter Semczuk, DDS, MPH—Taking on the Big Challenges
- Top 3 Nursing Lessons of 2014
- HL20: Rebecca Katz—Cooking Up Sustainable Nourishment