The Perceptions of Professional Leadership Coaches Regarding the Roles and Challenges of Nurse Managers

Bradley, Jennifer; Moore, Linda W.

doi:10.1097/nna.0000000000000718

Cited by 10 publications

(25 citation statements)

References 19 publications

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“…Because of the limited preparation and training for the NUM role, the provision of staff development and enabling NUMs to participate are workplace imperatives. Literature (Bradley & Moore, ; McCallin & Frankson, ) and our findings confirmed that heavy workloads can prevent NUMs from engaging in professional development opportunities. NUM Support Officer support enabled the NUMs in our study to plan for and attend staff development.…”

Section: Discussionsupporting

confidence: 85%

“…Literature (Bradley & Moore, 2019;McCallin & Frankson, 2010) and our findings confirmed that heavy workloads can prevent NUMs from engaging in professional development opportunities. NUM Support…”

Section: Discussionsupporting

confidence: 78%

“…Learning the NUM role through trial and error has been reported by studies over the past decade (Paliadelis, Cruickshank, & Sheridan, ; Platt & Foster, ; Titzer, Phillips, Tooley, Hall, & Shirey, ) through to current time (Bradley & Moore, ; Phillips, Evans, Tooley, & Shirey, ). A similar trend was indicated by the demographic data in the current study.…”

Section: Discussionmentioning

confidence: 93%

“…The NSO intervention enabled the NUMs to have more time to succession plan staff in their units for future NUM work. Literature reveals that the profession has issues with attracting and preparing nurses to take up the NUM role (Bradley & Moore, ; McCright et al, ; Phillips et al, ). What is interesting about our results is that the presence of the NSO in the unit helped nurses to feel more confident acting up into the NUM role.…”

Section: Discussionmentioning

confidence: 99%

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Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

et al. 2019

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Aim To evaluate the impacts of introducing administrative support for nurse unit managers. Background Increased administrative load for nurse unit managers causes role stress and reduced opportunities for clinical leadership (state‐wide review, Queensland, Australia). In response, a health organisation implemented a clerical ‘Nurse Unit Manager Support Officer’ position. Methods Qualitative descriptive evaluation, convenience sample (37 nurse unit managers and NUM Support Officers) and focus groups (13) provided data that were thematically analysed. Results Six impacts were identified: (a) improved nurse unit manager well‐being; (b) more time to undertake clinical leadership; (c) greater efficiencies in finance, payroll and HR processes; (d) improved capacity for strategic leadership; (e) increased staff satisfaction and improved unit culture; and (f) improved succession planning. Conclusion Findings reveal significant gains and benefits from the introduction of administrative support for the nurse unit manager role for the nurse unit manager and the units they manage. Implications for Nursing Management Nurse unit manager role stress can negatively impact organisational climate, performance outcomes, staff satisfaction and retention. Health organisations need to implement strategies to reduce the administrative burden for nurse unit managers. The introduction of administrative support frees up time for nurse unit managers to engage in clinical leadership, positively impacting organisational climate, performance outcomes, and staff satisfaction and retention.

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Section: Discussionsupporting

confidence: 85%

Section: Discussionsupporting

confidence: 78%

Section: Discussionmentioning

confidence: 93%

Section: Discussionmentioning

confidence: 99%

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Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

et al. 2019

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“…Professional coaching is also a possibility which has been used in other health care environments. Bradley and Moore () suggested that professional coaching for charge nurses in LTCFs can help enhance their outlook on work‐life balance, while improving their leadership effectiveness. A coach could assist charge nurses in developing an understanding of their role and the leadership qualities necessary to work competently in LTCFs.…”

Section: Discussionmentioning

confidence: 99%

Unpacking the multiple dimensions and levels of responsibility of the charge nurse role in long‐term care facilities

Escrig-Piñol

Hempinstall

McGilton

2019

Int J Older People Nursing

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Aim The charge nurse in long‐term care facilities (LTCFs) performs a multiplicity of tasks that range from oversight of the entire facility to directly assisting residents in activities of daily living. In order to refine resident‐centred care strategies and to increase the quality of care provided in LTCFs, this study aims at gaining a more nuanced understanding of the different dimensions of the charge nurse role as a central figure in these institutions. Methods Data were generated through semi‐structured interviews. A purposive sample of ten Registered Nurses in a charge nurse role, diverse in experience, age, gender and background, was recruited from five LTCFs in Ontario, Canada. The study used a combination of conventional and direct qualitative content analyses. Findings All tasks performed by the charge nurses were categorised in four dimensions: clinical, supervisory, team support and managerial. Administration was a cross‐cutting sub‐dimension which has gained presence over the years. Depending on the shift worked and the organisational structure of the facility, each dimension gained or lost weight as part of the overall role. Conclusion These findings suggest that the charge nurse role is in a state of flux and lacking standardisation within and across facilities. LTCFs would benefit from increasing recognition of the role according to the wide range of tasks performed and responsibilities assumed, and by recruiting their charge nurses accordingly. Implications for practice The proposed conceptual framework could be used to map and assess charge nurses’ workloads and responsibilities, in order to enhance staff satisfaction and resident‐centred care in LTCFs.

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Coaching in nursing: An integrative literature review

et al. 2023

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AimTo understand the current application and benefits of coaching practice in nursing and identify potential areas for future research.DesignAn integrative literature review was conducted using Whittemore and Knalf integrative review methods.Data sourcesA search of the literature from Medline (PubMed) and CINHAL platform for abstracts and/or full‐text articles from 2012 to 2022.MethodsA systematic approach was used to screen and analyse the literature. Inclusion and exclusion criteria were applied, a quality appraisal of the literature was undertaken and summarised into themes. Eighteen articles were selected, two articles were different aspects of the same studies. Coaching was found to have benefits to the individual related to performance, role effectiveness, role transitions and confidence in performing in the role. The outcomes for individuals add to the overall organisational benefits with performance, support, teamwork, communication and culture.ResultsThis literature review sought to understand the current use of coaching in nursing and identify any gaps in the application of coaching within the discipline. Supporting, developing staff knowledge and skills and nurturing nursing staff into the profession has occurred in several ways and evolved to include coaching. Coaching provides capabilities to enhance nursing leadership, performance improvement and to provide support to staff. The findings from this literature review found a need to conceptually define coaching in nursing and the opportunity to explore the use of coaching to support both the clinical and managerial workforce (job satisfaction, intention to stay and building resilience). The benefits of coaching in nursing extend beyond the leadership level and there is opportunity to extend the operationalisation of coaching practice and coaching training within the discipline of nursing. This integrative review explains how coaching has been utilised in nursing to be a valuable tool in developing nurse leaders and clinical staff.

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The Perceptions of Professional Leadership Coaches Regarding the Roles and Challenges of Nurse Managers

Cited by 10 publications

References 19 publications

Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

Perceptions of the impact of introducing administrative support for nurse unit managers: A qualitative evaluation

Unpacking the multiple dimensions and levels of responsibility of the charge nurse role in long‐term care facilities

Coaching in nursing: An integrative literature review

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