Outcomes Indicators of an Innovative Coaching Program Sustaining New Nurse Managers in Qu?bec

2.50
Hdl Handle:
http://hdl.handle.net/10755/154000
Type:
Presentation
Title:
Outcomes Indicators of an Innovative Coaching Program Sustaining New Nurse Managers in Qu?bec
Abstract:
Outcomes Indicators of an Innovative Coaching Program Sustaining New Nurse Managers in Qu?bec
Conference Sponsor:Sigma Theta Tau International
Conference Year:2010
Author:Mayrand Leclerc, Martine, RN, BSc, MGSS/MHA, PhD
P.I. Institution Name:Universit? du Qu?bec en Outaouais
Title:Professor,researcher
Co-Authors:Johanne Lebel, RN, DESSS, OD
21st INRC[Research Presentation] Purpose: Recruiting a nurse leader is problematic within the Quebec Health Care System[1]. Given consequences of finding the right manager are concrete: repeated position posting, secondment in temporary position, temporarily adding clinical sectors to nurse manager's responsibilities, asking "head hunter" to find the rare pearl. In addition, new nurse managers must perform as soon as they start their manager position while little is being offered to support them, resulting in a short of breath manager within the first five years of employment. Managers either do or express their intent to leave their position. It is necessary to identify activities that supports and retain new nurse managers while there is little resources available as role model within the actual context of double shortage of nurses. Methods: An innovative role of coach-manager was created at a 1187 beds teaching hospital in Quebec, Canada. Using a multi-method approach (open- ended questionnaire, satisfaction questionnaire), both qualitative and quantitative data were retrieved from ten cohorts of new managers during two years. Using the conceptual framework of Kaplan and Norton Balanced Scorecard[2], a dashboard was created to retrieve key outcome indicators. Results:   Indicators and results covering Manager/Director, financial, internal business process and learning and growth will be presented. Qualitative results surround isolation, organizational commitment, networking, tacit and explicit knowledge, self-awareness. Conclusion: This presentation will allow participants to gather benchmarking information to implement and measure a coaching program while promoting recruitment and retention of new managers in their organization. [1] Ministry of health and social services Quebec. (2001) Workforce planning: framework and non-framework network of health and social services Quebec personnel: Government of Quebec. [2] Kaplan, R. S., & Norton, D. P. (2004). How to use the prospective dashboard. Paris: Editions organization. 424 pages.
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.titleOutcomes Indicators of an Innovative Coaching Program Sustaining New Nurse Managers in Qu?becen_GB
dc.identifier.urihttp://hdl.handle.net/10755/154000-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Outcomes Indicators of an Innovative Coaching Program Sustaining New Nurse Managers in Qu?bec</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">Mayrand Leclerc, Martine, RN, BSc, MGSS/MHA, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Universit? du Qu?bec en Outaouais</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Professor,researcher</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">martine.mayrand-leclerc@uqo.ca</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Johanne Lebel, RN, DESSS, OD</td></tr><tr><td colspan="2" class="item-abstract">21st INRC[Research Presentation] Purpose: Recruiting a nurse leader is problematic within the Quebec Health Care System[1]. Given consequences of finding the right manager are concrete: repeated position posting, secondment in temporary position, temporarily adding clinical sectors to nurse manager's responsibilities, asking &quot;head hunter&quot; to find the rare pearl. In addition, new nurse managers must perform as soon as they start their manager position while little is being offered to support them, resulting in a short of breath manager within the first five years of employment. Managers either do or express their intent to leave their position. It is necessary to identify activities that supports and retain new nurse managers while there is little resources available as role model within the actual context of double shortage of nurses. Methods: An innovative role of coach-manager was created at a 1187 beds teaching hospital in Quebec, Canada. Using a multi-method approach (open- ended questionnaire, satisfaction questionnaire), both qualitative and quantitative data were retrieved from ten cohorts of new managers during two years. Using the conceptual framework of Kaplan and Norton Balanced Scorecard[2], a dashboard was created to retrieve key outcome indicators. Results: &nbsp; Indicators and results covering Manager/Director, financial, internal business process and learning and growth will be presented. Qualitative results surround isolation, organizational commitment, networking, tacit and explicit knowledge, self-awareness. Conclusion: This presentation will allow participants to gather benchmarking information to implement and measure a coaching program while promoting recruitment and retention of new managers in their organization. [1] Ministry of health and social services Quebec. (2001) Workforce planning: framework and non-framework network of health and social services Quebec personnel: Government of Quebec. [2] Kaplan, R. S., &amp; Norton, D. P. (2004). How to use the prospective dashboard. Paris: Editions organization. 424 pages.</td></tr></table>en_GB
dc.date.available2011-10-26T12:40:12Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T12:40:12Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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