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FREE White Paper: Preceptor competencies

Enjoy a FREE white paper on preceptor competency assessment and verification!

This white paper is compiled from the third edition of the groundbreaking book, downloadicon3
The Preceptor Program Builder
,
written by Diana Swihart, PhD, DMin, MSN, APN CS, RN-BC, and Solimar Figueroa, MHA, MSN, BSN, RN. It discusses and defines the competencies developed in preceptorships, explores the goals and essential elements of competency assessment and verification, and takes a close look at the categories of competencies and methods for assessing and verifying them within the context of the preceptor relationship.

Click here to download the white paper: Preceptor competency assessment and verification.


The Preceptor Program Builder provides professional development staff the keys to creating a successful preceptor program in the healthcare environment. Learn more here.

Click here to view our full range of nursing resources.

Change agent: Download your action plan for new staff

preceptor package

Yesterday I promised you a free tool adapted from
The Preceptor Program Builder, by Diana Swihart
and Solimar Figueroa.


If you’d like to download their Action Plan for New Nurses, you’ll find it here

Change is good: An action plan for new nurses

As a nurse manager, one of your challenges is to lead the change process for your staff. And, while new procedures and practices need to be assimilated by your experienced staff members as they arise, your new nurses experience the greatest number of changes every day as they transition to service from preceptorship.

Unfortunately, by and large, people are programmed not to change. New staff members may think that the skills learned in school or in a previous position will map directly to your workplace, and they will tend to fall back on the way things were done before. You, on the other hand, need them to adapt quickly, putting behaviors learned in orientation to work. In other words, you need them to change.

Try using the action plan below to help identify specific areas to address. It will give you the framework you both need to keep improving and changing.

Note: Check back tomorrow for a link to download this tool from our library of nurse manager resources. It is adapted from The Preceptor Program Builder, by Diana Swihart and Solimar Figueroa.

ActionPlan

Ben Franklin’s advice to nurse preceptors

Tell me and I forget.
Teach me and I remember.
Involve me and I learn.

How do you provide preceptees with constructive advice Ben Franklin2
or feedback? Do you tell them what they did wrong and spell out how to correct it? Or do you encourage them to use critical-thinking skills to truly ingrain a personal understanding of ways to improve their practice?

Look at these two approaches to feedback, and see which you think would be more effective. (More examples excerpted from The Preceptor Program Builder can be found in the Reading Room.)

The preceptor observes the preceptee greeting the manager correctly, giving her name, and stating that she is a preceptee. However, she was not wearing her name tag.

Evaluative feedback
Your name tag is missing, and the manager
won’t like it!

Descriptive feedback
You greeted the manager according to the facility protocol.
Can you think of anything that would help your manager remember you?

The descriptive feedback encourages the preceptee to use critical thinking, which illustrates Ben Franklin’s timeless recommendation to “involve me, and I learn.”

If you would like to share “aha” moments and techniques for constructive feedback, please feel free to comment below…

Aetna’s Preceptor Program: The Proof Is in the Program

Do preceptors and preceptees benefit by moving from an
ad-hoc preceptoring program to a formal one?

Lorri Freifeld, editor-in-chief at Training: The Source for Professional Development, recently reported some exciting findings from a formal nurse preceptor program initiated by Aetna, Inc.

Following a 6-month pilot, Aetna launched a formal nurse preceptor program in January 2013. At its outset, the formal program provided 65% of new hires with preceptors, incorporated beefed-up workshop offerings, instituted weekly progress reports between preceptors and their supervisors, increased communication of best practices, created a community calendar of training events, and implemented on-demand training and follow-up with recently preceptored new hires.

The result after three months?

  • 53% of new hires were managing a full caseload
  • 100% of preceptors said soft skills training was sufficient (up from 0%!)
  • 97% of preceptors felt the tools and resources were effective
  • 67% of new hires reported having adequate time with their preceptors

And after six months?

  • Turnover was down 50%
  • 100% of new hires had a preceptor
  • 150 new preceptor volunteers had joined the program

Pretty impressive and immediate results from a new program. Kudos to Aetna for committing to a professional approach in this most important phase of a new hire’s experience.


To read the full article, click here.

To see related HCPro offerings, including The Preceptor Program Builder, click here.