Coaching & Mentoring: Healthcare Management. Victoria Heath University Course Professor June 4, 2024. Coaching & Mentoring: Healthcare Management Coaching and mentoring are crucial elements of professional development, especially within nursing leadership. These two concepts are often utilized in the same manner, however, each serves different purposes and has diverse effects on both individuals and organizations. With this in mind, understanding the distinctions between coaching and mentoring is key to properly implementing these methods in any healthcare setting. This analysis explores the distinguishable definitions of coaching and mentoring, the characteristics of successful coaches and mentors in nursing leadership, the challenges …show more content…
Henceforth, transparent communication, rapport, and specialized knowledge are necessary, alongside attributes such as trustworthiness and respect (American Nurses Association, 2024). Texas Tech University Health Sciences Center (2019, p. 26) highlights the importance of traits including knowledge, patience, enthusiasm, empathy, and strong social skills in successful coaches. Additionally, coaches should be competent, confident, and self-aware, continuously learning and developing (p. 26). These characteristics allow mentors and coaches to guide and aid in professional development adequately, encouraging consistent growth and success in nursing leadership positions. Likewise, mentors and coaches often face diverse challenges, such as maintaining patient care expectations while providing education and influencing colleagues and management to support leadership efforts (Texas Tech University Health Sciences Center, 2019, pp. 1). 22-23). The 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary' of …show more content…
Mentors, on the other hand, receive an opportunity to rekindle their passion for nursing, obtain feedback on policies and procedures, and contribute to a more positive work environment. Additionally, mentoring and coaching programs contribute to organizational success by demonstrating support for consistent learning, improving recruitment and retention, promoting teamwork, and recognizing future leaders (American Nurses Association, 2024). Moreover, Scandiffio et al. (2024, p. 2) calls attention to the positive effects of coaching and mentoring in different fields, including elevated engagement, improved performance, enhanced skills, and greater well-being. These benefits each contribute to the significance of mentoring and coaching programs in healthcare organizations, encouraging professional transformation and organizational success. As a whole, coaching and mentoring play crucial roles in nursing leadership and healthcare management, providing different yet comparable approaches to professional development. While coaching
Whitehead, D. K., Weiss, S. A., & Tappen, R. M. (2010). Essentials of nursing leadership and
For example, a DNP degree instructor can provide education to MSN or DNP students, therefore, making the student realize the increase level of confidence in clinical, leadership, and application skills that can be gained with a DNP degree. Evidently, this increases the number of DNP degree holders in the long run which subsequently improves patients’ care in nursing practice. DNP- prepared faculty members can act as a model for advanced practice education (Dunbar- Jacob et al., 2013, p.425). Since one of the roles an ARPN is leadership, which also involves with mentoring, other staff members may visualize the ARPN as a role model, thus, enhancing the self-concept of advance nurse
Murphy J, Quillinan B, Carolan M. "Role of clinical nurse leadership in improving patient care." Nurs Manage 16, no. 8 (2012): 26-28.
“Effective leadership behaviors require preparation, professional leadership attitudes and behavior” (Arnold and Boggs, 2011, p. 228). This requires a strong and knowledgeable leader who inspire others and support professional nursing practice. Furthermore, “leaders that have access to strong interpersonal relationships, information, support, resources, and opportunities empowers employees to accomplish meaningful work” (Young – Ritchie, Laschinger, & Wong, 2009). All these qualities are also important for a practical nurse to have access to in order to empower patients to achieve their optimal well-being. Saskatchewan Association of Licensed Practical Nurses (SALPN), states that Licensed Practical Nurses standards encourage leadership through self-awareness and reflection, commitment to individual and professional growth (2013). Practical Nurses have a big part in supporting and empowering their patients as well as novice nurses. The novice Practical Nurse may feel overwhelmed with work and unsure of themselves at the beginning of their career. A gentle guidance and support form a Practical Nurse can make a transition from a student to a nurse
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
Reading these three standards it looks simple what to expect from mentor and student during the process of teaching / learning. But in my experience, after twelve years of being a nurse, although sometimes it’s stressful, most of the time mentoring is a very rewarding aspect of nursing.
NANB standard 4.4 in the Standards of Practice for Registered Nurses (2012) states that nurses must “endeavor to develop competence in nursing leadership” (p. 12). If nurses hold themselves to this leadership standard, not only will the work environment improve, but so will the transition for novice nurses.
As Finkelman (2006) stated, “Mentoring, and important career development to that can be used by nurses any type of set or specialty, can be used to develop the critical leadership skills needed by nurses. All successful leaders have had mentors are our mentors” (Finkelman,2006, p. 390).
The nursing career has a growing workforce, spurred on by the high demand for caregivers. The growing need for nurses has caused in influx of new nurses, graduating from school and ready to begin their career. Although there are many different work settings for nurses, one universal aspect of assisting new nurses is nursing leadership. Leaders within nursing are tasked with assisting new nurses as well as those who are veteran nurses, and their role is indispensible. “Health leaders model the behavior expected in the organization” (Ledlow & Stephens, 2018). Susan Eckert, the senior vice-president of nursing and chief nursing executive at Medstar Washington Hospital Center, is a prime example of a nursing leader.
Modern nursing requires more than clinical knowledge and skills. Nursing today requires registered nurses, even graduate nurses, to possess management skills. Registered nurses must develop effective communication skills, understand how to manage conflicts, develop team building skills and know how to delegate properly. Most of today’s nursing education programs include a management class in the curriculum to better prepare students for their first nursing job. Nurse managers have the responsibility to be a role model for staff. Storch, Makaroff, Pauly and Newton (2013) remind us that formal nurse leaders should provide
During my clinical practicum hours at Fresno Surgical Hospital (FSH) with my preceptor, Heidi Honeycutt, I have gained a better understanding of the role of the clinical nurse specialist (CNS). Although all of the roles of the CNS are important, to be an effective and competent advanced practice nurse (APN), a CNS must have strong leadership skills. Leadership in a CNS role includes the ability to perform clinical research, guide change, model behaviors that lead to best patient outcomes, and develop trusting relationships with staff and patients in order to promote the facilitation of learning and communication. My preceptor has the knowledge and theoretical framework to accomplish the CNS role on a day-to-day basis, but what sets her apart and makes her a competent APN are her strong leadership skills. The purpose of this paper is to reflect on the role of the CNS as a leader and how having a better understanding of this role contributes to my professional and personal growth.
The final and most important characteristic of a nurse leader is knowledge. As nurses we thrive on knowledge. The healthcare field changes daily, with new developments and guidelines for all different types of diseases (Linderman et al., 2015). With experience comes knowledge that can be passed on to the nurses and future nurse leaders (Linderman et al., 2015). Nurse leaders with the experience and knowledge can provide helpful direction and overview on how to face the everlasting challenges that we meet as nurses and future nurse leaders (Linderman et al.,
Additionally, the leader motivates, increases job satisfaction, involves the team in decision making, develops team members’ skills, and a role model (Kent, n.d.). The above descriptions fit my informal nursing leadership in the way I act in my practice. For example, I motivate the team to work together and collaboratively on delivering a safe and quality patient centered care thru the organization’s mission and vision. I set a role model on how, and effective communication is essential in relationships. Additionally, I encourage the team to continue their education, and I have demonstrated the last two years working with this organization, I have become certified in hospice and palliative care, preceptorship, and have enrolled in a nursing baccalaureate
Mentors are ideal for nursing students and new nurses in providing support and guidance. They are able to provide effective communication, and help ease the transition into the workplace (Shellenbarger & Robb 2016). Furthermore, nursing mentors can help student nurses understand the social aspects and the flow of the hospital which can be pressuring. Nurses must be knowledgeable about the demands of this profession and how to deal with the pressure. Being aware of high demands of healthcare can help new nurses adjust in their positions, and improve quality care for patients. Therefore, knowing what’s expected results in nurses less likely to leave their position and decrease turnover rates. Job satisfaction is essentially important. It lessens turnover, which helps decrease the rate of the nursing shortage that we are currently
Coaching and mentoring are vital tools in developing the workforce, most especially in enhancing quality practices at the point of care, and also innovating these practices. According to Abiddin (2006), mentoring and coaching are factors which are vital in developing people in their professions. As such, these two are related with career and self development and professional growth (Abiddin, 2006). In line with this assertion, this paper will discuss about the current relevance of mentoring and coaching in nursing in today's healthcare; how it influences both healthcare and nursing; how it is integrated into clinical practice; and how it is used in the clinical setting.