Transformational Leadership: Creation and Evaluation of a Prosperity Planning Coaching Program for Registered Nurse Retention

2.50
Hdl Handle:
http://hdl.handle.net/10755/150844
Type:
Presentation
Title:
Transformational Leadership: Creation and Evaluation of a Prosperity Planning Coaching Program for Registered Nurse Retention
Abstract:
Transformational Leadership: Creation and Evaluation of a Prosperity Planning Coaching Program for Registered Nurse Retention
Conference Sponsor:Sigma Theta Tau International
Conference Year:2010
Author:Pesata, Ginger, MSN, RN
P.I. Institution Name:Shands at the University of Florida
Title:Administrator Director, Professional Nursing Practice
Co-Authors:Rose Rivers, PhD, RN; Mary Beasley, BSN, RN
21st INRC [Evidence-Based Practice Presentation] Purpose: Nurses are challenged to maintain resilience against burnout and develop successful coping skills in the work environment. The purpose of this project was to develop a comprehensive program to alert nurses to the risks of cumulative stress and provide training for self-care promotion to minimize the negative effects of compassion fatigue. Nurse leaders chose to combat the symptoms of compassion fatigue in the nursing staff. After obtaining a recruitment and retention grant from the Florida Center for Nursing, the investigators consulted with Dr. Charles Figley, traumatologist. Based on his recommendations a life coach model was implemented. The Life Coaches facilitated participants in setting appropriate goals and ensured consistent follow up. Methods: After approval by IRB, thirty nurse managers and staff enrolled in a 20-week partnership with a life coach to develop an individualized prosperity plan. The nurse and life coach had three face-to-face meetings and weekly telephone calls. Utilizing both a quantitative and qualitative study design, participants completed four pre and post-test surveys and a structured interview. In addition, several continuing nursing education programs on self-care promotion and stress reduction were offered to nurse managers and staff. Results: This pilot program had significant results. All the participants expressed the program was a positive experience. There was significant improvement in Satisfaction with Life scale scores and other items on three instruments: Professional Quality of Life Scale; How Vulnerable Are You to Stress; and Life Satisfaction Self  Evaluation. During the post-invention interview nurses expressed being better able to deal with stress. Specifically it helped with organization, setting goals, making realistic plans, accountability and setting priorities. Conclusion: The goal of retention was met; all participants plan to remain at the hospital for two years. These results have been the basis of further program development and expansion.
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.titleTransformational Leadership: Creation and Evaluation of a Prosperity Planning Coaching Program for Registered Nurse Retentionen_GB
dc.identifier.urihttp://hdl.handle.net/10755/150844-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Transformational Leadership: Creation and Evaluation of a Prosperity Planning Coaching Program for Registered Nurse Retention</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">2010</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Pesata, Ginger, MSN, RN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Shands at the University of Florida</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Administrator Director, Professional Nursing Practice</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">pesatv@shands.ufl.edu</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Rose Rivers, PhD, RN; Mary Beasley, BSN, RN</td></tr><tr><td colspan="2" class="item-abstract">21st INRC [Evidence-Based Practice Presentation] Purpose: Nurses are challenged to maintain resilience against burnout and develop successful coping skills in the work environment. The purpose of this project was to develop a comprehensive program to alert nurses to the risks of cumulative stress and provide training for self-care promotion to minimize the negative effects of compassion fatigue. Nurse leaders chose to combat the symptoms of compassion fatigue in the nursing staff. After obtaining a recruitment and retention grant from the Florida Center for Nursing, the investigators consulted with Dr. Charles Figley, traumatologist. Based on his recommendations a life coach model was implemented. The Life Coaches facilitated participants in setting appropriate goals and ensured consistent follow up. Methods: After approval by IRB, thirty nurse managers and staff enrolled in a 20-week partnership with a life coach to develop an individualized prosperity plan. The nurse and life coach had three face-to-face meetings and weekly telephone calls. Utilizing both a quantitative and qualitative study design, participants completed four pre and post-test surveys and a structured interview. In addition, several continuing nursing education programs on self-care promotion and stress reduction were offered to nurse managers and staff. Results: This pilot program had significant results. All the participants expressed the program was a positive experience. There was significant improvement in Satisfaction with Life scale scores and other items on three instruments: Professional Quality of Life Scale; How Vulnerable Are You to Stress; and Life Satisfaction Self&nbsp; Evaluation. During the post-invention interview nurses expressed being better able to deal with stress. Specifically it helped with organization, setting goals, making realistic plans, accountability and setting priorities. Conclusion: The goal of retention was met; all participants plan to remain at the hospital for two years. These results have been the basis of further program development and expansion.</td></tr></table>en_GB
dc.date.available2011-10-26T10:44:26Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T10:44:26Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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