Developing leadership roles in nursing and midwifery

McGuire, Clare; Ray, Devashish

doi:10.7748/ns.29.9.43.e9034

Cited by 4 publications

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“…LBC provides a framework to provide role clarity for senior nurses in Scotland. The framework aims to: (i) ensure safe and effective clinical practice; (ii) manage and develop the performance of the team; (iii) enhance the patient experience; and (iv) ensure effective contribution to the organization's objectives [7].…”

Section: Introductionmentioning

confidence: 99%

Supporting Nursing Leadership by the Implementation of an increased Supervisory Role

Rankin¹,

McGuire²,

Ray³

et al. 2015

JNHC

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Clinical nurse leadership is essential for the provision of high quality patient care. Recent research has highlighted the need for all Senior Charge Nurses (SCNs) to be equipped to deliver effective ward management, staff development and ultimately a positive patient experience. The provision of 'supervisory hours' is a vital component of an SCN role, enabling the effective leadership of their teams. This paper describes the increased supervisory role implemented by the Leading Better Care program within one Health Board area of Scotland. Mixed methods research (online survey n=52 and in-depth qualitative interviews n=12) explored the experiences of SCNs using their increased supervisory time and its perceived impact on clinical practice. Findings demonstrate that increased supervisory time positively impacted several key areas of clinical practice. Although the increased supervisory role empowered SCNs and promoted their professional development, they require greater role clarity, managerial support and leadership development to reduce role stress and promote future career aspirations.

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Section: Introductionmentioning

confidence: 99%

Supporting Nursing Leadership by the Implementation of an increased Supervisory Role

Rankin¹,

McGuire²,

Ray³

et al. 2015

JNHC

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“…Effective nursing requires clinical leaders enabled to fulfil their role consistently and effectively (Scottish Government, 2008). Governmental response to these findings was annual investment in role development including developing leadership capability (McGuire & Ray, 2014), securing supervisory status for clinical leaders (Russell & McGuire, 2014), improving staff selection (Cerinus & Shannon, 2014) and focusing on succession planning (Duffy & Carlin, 2014). A key development was agreement of a more consistent role definition for senior clinical nurse leaders.…”

Section: A Scottish Approach To Clinical Leadership Developmentmentioning

confidence: 99%

“Leading Better Care”: An evaluation of an accelerated coaching intervention for clinical nursing leadership development

Cable

Graham

2018

J Nurs Manag

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“…Approval to access SCNs was granted by NHS Lanarkshire Research and Development Department. The Research and Evaluation subgroup of the collaborative LBC programme informed and guided the research design and supported the implementation of the study (McGuire & Ray ).…”

Section: Ethical Approvalmentioning

confidence: 99%

Facilitators and barriers to the increased supervisory role of senior charge nurses: a qualitative study

et al. 2015

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Aims To explore the experiences of senior charge nurses provided with ‘increased supervisory hours’. Background Designated supervisory time is essential for senior charge nurses to provide effective clinical leadership. It is important to explore the impact arises of such an increase. Methods An online questionnaire collected exploratory data from senior charge nurses (n = 60). Semi‐structured interviews gathered in‐depth qualitative data (n = 12). Findings were analysed for common themes associated with implementation of the increased senior charge nurse supervisory role. Results The majority of senior charge nurses were unable to use their full allocation of supervisory time. They struggled to accomplish leadership goals because of managing staffing levels, increased workload, time constraints and limited support. Factors that facilitated the role included preparation and support, adequate staff capacity, effective leadership skills and availability of supervisory time. The senior charge nurses took pride in providing clinical leadership, promoting staff development and delivering patient care. Support, in terms of preparation, capacity building and ongoing mentoring, was a key factor for achieving senior charge nurse goals. Conclusion Senior charge nurses should be supported to maximise supervisory time through the provision of an induction programme, formal coaching and ongoing training and development. Implications for nursing management Preparation and support is essential for senior charge nurses to deliver enhanced clinical leadership through increased supervisory time.

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Developing leadership roles in nursing and midwifery

Cited by 4 publications

References 0 publications

Supporting Nursing Leadership by the Implementation of an increased Supervisory Role

Supporting Nursing Leadership by the Implementation of an increased Supervisory Role

“Leading Better Care”: An evaluation of an accelerated coaching intervention for clinical nursing leadership development

Facilitators and barriers to the increased supervisory role of senior charge nurses: a qualitative study

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