October 20, 2008 | | Comments 4
Print This Post
Email This Post


In the current thrust for ANCC Magnet Recognition Program

Entry Information

Filed Under: Retention


Bonnie Clair About the Author: Bonnie Clair, MSN, RN currently works as Retention Project Manager at CoxHealth in Springfield, MO. Her clinical background includes nursing management, nursing education administration and neonatal flight team. Her bedside nursing experience is comprised of Med Surg, NeuroScience and 15 years in the NICU. She has facilitated development and implementation of a clinical ladder for staff RNs and worked on a steering committee to implement Shared Governance in her health system. Other recent projects include designating parking spaces close to the hospital for pregnant staff and organizing a bi-monthly reunion event for employees reaching their 90th day of employment. She is passionate about nurse retention and relevant nursing education. You may contact her at Bonnie.Clair@coxhealth.com

RSSComments: 4  |  Post a Comment  |  Trackback URL

  1. Competent clinical leadership is cruicial for expected outcomes and success. Organizations that provide clinical leadership succession planning that includes leadership assessment, mentorship and education, validation of competency and retention tools reduce the reoccurring cycle of disatisfaction, frustration and turnover. Risk Management Solutions has developed a unique, customised clinical leadership mentorship program that includes succession planning, candidate assessment, mentorship and education, and validation of competency and retention tools.
    Visit our web site for more information:www.rmsol.net

  2. Bonnie Clair

    Thanks for the tip Josephine! I appreciate your feedback and ideas; and I certainly agree with your assessment of management competency. I am also a biug advocate of succession planning!

  3. Our hospital recognized that New Employee Orientation didn’t prepare a new manager for their responsibilities even if they had been in a staff position for years at the same organization. We put together a leadership orientation to fill that gap. During the orientation, the new manager finds out who might be a good resource for later questions.

  4. Bonnie Clair

    Hi Sheila,
    Your approach sounds great! What are some of the topics you include in the management orientation?

Sorry, comments for this entry are closed at this time.