Building Leadership Capacity through a Comprehensive Career Planning and Development Program: One Canadian Hospital's Experience

2.50
Hdl Handle:
http://hdl.handle.net/10755/150152
Type:
Presentation
Title:
Building Leadership Capacity through a Comprehensive Career Planning and Development Program: One Canadian Hospital's Experience
Abstract:
Building Leadership Capacity through a Comprehensive Career Planning and Development Program: One Canadian Hospital's Experience
Conference Sponsor:Sigma Theta Tau International
Conference Year:2003
Author:Sabo, Kathy, RN, MHA
P.I. Institution Name:Unversity Health Network
Title:Director of Nursing
Co-Authors:Gail J. Donner, RN, PhD; Mary M. Wheeler, RN, MEd
Retention and recruitment of registered nurses continues to be a major challenge facing health care organizations. This challenge is especially difficult in large quaternary care institutions located in large, urban and expensive centres where there are many opportunities for employment closer to home, in less complex environments with competitive compensation and benefits. The vision for nursing in this 860 bed hospital that employs 2700 registered nurses is to create a dynamic practice environment that promotes innovation and leadership in practice and where nurses are respected as knowledge workers. To realize its goal to position itself as a leader in employee-centered career planning and development programming and innovative recruitment and retention strategies, the hospital partnered with a team of career planning and development consultants to provide a four year comprehensive multi-faceted career planning and development program for nurses that will assist it to build organizational capacity through career resilient employees. Components of this program are: Coach Mastery: A program to develop the career coaching skills of nurse leaders in organizations Career Directions: An onsite and online program directed to strengthening the organization by assisting nurses to take control of their career, shape their future, and grow within the organization Discovery Path: a career revitalization program targeted to mid-career nurses. Leadership coaching: Targeted to senior team and those interested in pursuing leadership roles. New recruit coaching: Directed towards retention of new recruits through assisting them to “learn to work” at the hospital. This presentation will describe the program and the process for development, implementation, and monitoring. The focus will be on describing how an inclusive approach to planning and development was initiated involving key stakeholders with emphasis on continuous and comprehensive communication within a very large and complex organization in three distinct geographic sites.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleBuilding Leadership Capacity through a Comprehensive Career Planning and Development Program: One Canadian Hospital's Experienceen_GB
dc.identifier.urihttp://hdl.handle.net/10755/150152-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Building Leadership Capacity through a Comprehensive Career Planning and Development Program: One Canadian Hospital's Experience</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2003</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Sabo, Kathy, RN, MHA</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Unversity Health Network</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Director of Nursing</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">kathy.sabo@uhn.on.ca</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Gail J. Donner, RN, PhD; Mary M. Wheeler, RN, MEd</td></tr><tr><td colspan="2" class="item-abstract">Retention and recruitment of registered nurses continues to be a major challenge facing health care organizations. This challenge is especially difficult in large quaternary care institutions located in large, urban and expensive centres where there are many opportunities for employment closer to home, in less complex environments with competitive compensation and benefits. The vision for nursing in this 860 bed hospital that employs 2700 registered nurses is to create a dynamic practice environment that promotes innovation and leadership in practice and where nurses are respected as knowledge workers. To realize its goal to position itself as a leader in employee-centered career planning and development programming and innovative recruitment and retention strategies, the hospital partnered with a team of career planning and development consultants to provide a four year comprehensive multi-faceted career planning and development program for nurses that will assist it to build organizational capacity through career resilient employees. Components of this program are: Coach Mastery: A program to develop the career coaching skills of nurse leaders in organizations Career Directions: An onsite and online program directed to strengthening the organization by assisting nurses to take control of their career, shape their future, and grow within the organization Discovery Path: a career revitalization program targeted to mid-career nurses. Leadership coaching: Targeted to senior team and those interested in pursuing leadership roles. New recruit coaching: Directed towards retention of new recruits through assisting them to “learn to work” at the hospital. This presentation will describe the program and the process for development, implementation, and monitoring. The focus will be on describing how an inclusive approach to planning and development was initiated involving key stakeholders with emphasis on continuous and comprehensive communication within a very large and complex organization in three distinct geographic sites.</td></tr></table>en_GB
dc.date.available2011-10-26T10:17:41Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T10:17:41Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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