RSSAuthor Archive for Administrator

This post was compiled by members of the Strategies for Nurse Managers staff.

Set the tone for nurse-physician collegiality

by Kathleen Bartholomew, RC, RN, MN

Imagine that a nurse has come to you complaining about a physician who talked to him or her rudely and arrogantly. The nurse feels humiliated. The very next day, you see this physician on the unit. What do you do?

It is vital that nurse managers role model zero tolerance for any kind of disruptive, intimidating, or verbally abusive behavior. Research shows that 1-3% of physicians are disruptive, yet this group causes exponentially devastating effects on morale, retention, and patient safety (Rosenstein & O’Daniel, 2005). Managers must take the necessary actions to demonstrate to nurses and physicians the standard of acceptable behavior and set the tone for collegiality on the unit. [more]

Budget-friendly gifts and retention gems

Tighter spending may be in your hospital budget’s forecast with the state of the economy, but recognizing and rewarding staff shouldn’t take the backseat. Creating and environment where nurses feel appreciated, valued, and that they are making a positive affect on patient care is key to improving retention. And, there are several low-cost gifts for any occasion to help you celebrate your nurses’ success, thank them for a job well done, or just let them know you’re thinking about them. [more]

Dealing with verbal abuse

It’s inevitable that some of your decisions will be unpopular. However, you are not a manager to win a popularity contest. If you made the decision with thought and consideration and not as a reaction to an event, it should be understood and accepted in time. If you make staff understand the rationale behind and unpopular decision (or any decision, for that matter), they will be more likely to keep rowing in the same direction as you are. [more]

Improve the nursing image with professional communication

by Kathleen Bartholomew, RC, RN, MN

Every interaction that we have with another person at work is a communication. Even if
we never speak, our body language portrays whether we are interested or disengaged,
caring or aloof. More than anything we communicate what we think of ourselves. [more]

Communicate and commit to nursing

by Kathleen Bartholomew, RC, RN, MN

Healthcare is characterized by a culture of silence, especially surrounding errors. Deeply embedded in both the physician and nurse culture is the belief that good nurses and physicians don’t make mistakes. Whether vocalized or not, we expect perfection from these human beings, and this is unarticulated belief results in a culture of blame, shame, and most of all silence. [more]

Shape relationships by showing off your personal side

Most interpersonal relationships in organizations are position-to-position relationships, rather than person-to-person relationships. In many organizations, managers speak in the role as the “boss” and they are treated as such. Their titles are splashed on their doors, desks, and business cards, all referring to their power position. The meaning behind this is “I want you to respect my position, regardless of who I am as a person.” [more]

Lead the charge for change and innovation

As leaders in healthcare organizations, it is often a nurse manager’s responsibility to be a driver of change. And while effective leaders work hard to help release creative energy within their facilities, staff must understand what is valued in order to support this. [more]

Encourage staff to work and play together

Nurses of different generations are bound to hold different values, beliefs, and interests. For effective communication in and outside your unit, you must increase staffs’ understanding of these differences. Here are some suggestions to get staff talking and bonding: [more]

Improve nursing culture amid an economic crisis

by Denise Danna, DNS, RN, NEA-BC, FACHE

There are no quick fixes for cutting costs within a facility. System issues and problems often exist that, if resolved, could improve the overall budget. These system improvements take a great deal of time to implement for successful change, however there are some key points for developing a culture of accountability and engaging staff when facing economic perils: [more]

Time mastery for the nurse manager

by Debra Nussdorfer, MS, RN, PMHCNS-BC

Do you feel like everyone and everything is vying for your attention? Is your to-do list growing, calendar bulging, and are your deadlines looming? Regardless of the overload of responsibilities that await you, you can increase the energy and mental performance you put into each and every day. Here are some of my best tips to help you manage your time: [more]