3 Ways NCharge® Supports Magnet Applications with Charge Nurse Leadership Development
Transformational leadership is a key ingredient in establishing a nursing environment that achieves Magnet designation. Gradually, a transformational mindset should take root in the organization and become even stronger as other leaders adopt this way of thinking. Nurses in charge need to be developed, directed, and empowered to find the best way to accomplish the organizational goals and achieve desired outcomes. Where Transformational Leadership meets the Structural Empowerment domain is where Magnet nurses will shape dynamic change in healthcare and the nursing profession as a whole.
Magnet requires dedication of the entire nursing staff; it is 2020, and it is time to think about developing the first-level supervisory nurse, the nurse at the beginning of her career path. Preparing charge nurses with leadership development is a big deal, Magnet organizations can use this as a guide when prepping Magnet applications. NCharge®: “Nurses Learning to Lead” can assist organizations either considering the Journey to Magnet Excellence, or in a re-application for Magnet status, within these application sections:
1) ADVOCACY AND INFLUENCE: The CNO advocates for organizational support for ongoing leadership development for all nurses, with a focus on mentoring and succession planning. TL6 (pg. 32) How does NCharge® support this?
• Partners with CNO to assure content delivery is aligned with priorities of the organization.
• Introduces first-level nurse leaders to Value-Based Purchasing principles and financial implications of their work. It raises awareness of the importance of adopting evidence-based care standards, eliminating occurrences of untoward outcomes and adverse events, and improving patients’ experience of care. For a reference case study, read “Nemours Children’s Hospital Teaches Charge Nurses Financial Implications of Success.”
• Supports the development of an adequate pipeline of future leaders who understand the CNO’s vision and how to drive to positive outcomes.
• Demonstrates the organization’s investment in helping to assure that staff have a positive leadership experience, and pursue further leadership roles.
Provide an example, with supporting evidence, of mentoring or succession planning activities for clinical nurses.
How does NCharge® support this?
• Provides education on how to be a first-level nurse supervisor; it provides education to assist an organization’s future leaders to think critically, supervise, and lead change.
• Assists with clinical nurses transitioning from a peer to leader.
• Assists with creation of multiple Personal Action Plans and topics, to aid in creation of ways to use information learned when back in the unit.
• Reinforces exercises like the 5 Rights of Delegation Model to help prepare first-level nurses for planning to lead a team, which is key for succession planning. Classes prepare leaders for qualities they will need, like teamwork and collaboration, ego management towards self/staff, innovative thinking, adapting to rapidly evolving roles, and confidence with compassion. For a reference case study, read “East Alabama Medical Center Develops a Nurse Succession Plan.”
2) STRUCTURAL EMPOWERMENT DOMAIN – Commitment to Professional Leaders Structural Empowerment processes developed by influential leadership to create an environment where professional practice flourishes. Staff need to be developed and empowered to find the best way to accomplish goals, and reference the Forces of Magnetism for pillars like the image of nursing and professional development.
How does NCharge® Support this?
It includes the development of the trainers and builds the pipeline of future leaders. Professional development includes:
• Transitioning from peer to leader
• Leading quality initiatives
• Critical thinking integrated with the Charge Nurse role in driving process improvement
• Change leadership integrated with the Charge Nurse role in leading compliance and other quality initiatives
• Confident communication, conflict management, and delegation
• Employee engagement strategies, led by nurses, integrated with patients’ experience of care
3) ACCOUNTABILITY, COMPETENCE, AND AUTONOMY: • EP14 (pg. 47) Resources, such as professional literature, are readily available to support decision-making in autonomous nursing practice. How does your organization provide a dynamic learning environment that enhances the professional practice environment skills to build confidence and competence to manage common challenges Charge Nurses encounter? How does NCharge® support this? • NCharge® teaches keys of critical thinking for Charge Nurses. Courses teach evaluation and building initial analysis of making decisions, determining merit of information, and placing a judgment. It teaches deductive reasoning, inductive reasoning, and using these tools to apply towards decision-making and critical thinking concepts. One course, Critical Thinking for Charge Nurses, teaches essential traits of critical thinkers with situations that Charge Nurses encounter.
For more information on how NCharge® supports the Magnet Applications or Reapplication, CLICK HERE.