2.50
Hdl Handle:
http://hdl.handle.net/10755/162459
Type:
Presentation
Title:
Strategic Placement: Utilizing Individual Strengths to Create a Quality Team
Abstract:
Strategic Placement: Utilizing Individual Strengths to Create a Quality Team
Conference Sponsor:Emergency Nurses Association
Conference Year:2008
Author:Tolson, Tina, RN, MSN
P.I. Institution Name:The Johns Hopkins Hospital
Title:Nurse Manager, Adult Emergency Department
Contact Address:, Baltimore, MD, 21287-, USA
Purpose: Staff satisfaction surveys repeatedly revealed low satisfaction in the Adult Emergency Department, scoring below the national average in many categories. Nurse turnover was consistently high at 30-35% for the last four years. The goal of the initiative was to develop a strong leadership team that would aim to create an environment that would improve staff satisfaction and retain quality nurses.

Design: A staff and leadership development initiative.

Setting: Mid-Atlantic, Urban, Level 1 Trauma Center and academic medical center, with 65,000 visits per year.

Participants: Emergency Department Nursing staff and Nurse Leaders.

Methods: Twelve Emergency Department Nurse Leaders participated in a leadership assessment program to analyze their thinking and behavioral preferences. After gaining this insight, nurse leaders learned to value diversity amongst the group, and appreciate the strengths and limitations that each individual brings to the team. This enhanced interpersonal communications and enabled the team to solve problems creatively, thereby increasing productivity and improving job satisfaction. The nurse leadership group then developed their individual teams utilizing what they had learned as a framework. The Nurse Managers restructured the clinical nursing leadership to focus their roles in Administrative, Educational, or Clinical tracks. Those staff and clinical leaders who expressed a desire to develop and mentor staff, and demonstrated the skills to do so, were appointed as Team Leaders for other staff. The Team Leaders serve to provide frequent performance feedback to their team and mentor staff to meet their desired goals. The team members are encouraged to participate in committees and projects that are of interest to them, not dictated to them. Committee Chairs are staff members who have demonstrated the interest in that committee and the capability to lead. The impact of this initiative was evaluated by comparing the NDNQI Data from 2004, 2005 and 2007.

Results: Results of the NDNQI survey illustrated improvements in 20 out of 22 categories, with greater than 5% increase in 11 out of 22 categories. Specifically, there was more than a 20% increase in Nursing Management scores, and more than an 8% increase in professional development scores. Nurse turnover decreased from more than 30% to 14% in 2007.

Recommendations: Acknowledging the benefit of individual differences and the utility of those differences in one team improves interpersonal communication and productivity. Strategically placing staff in positions that they have demonstrated both skill and interest, improves satisfaction and decreases turnover, making for a quality nurse workforce.
Repository Posting Date:
27-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Emergency Nurses Association

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleStrategic Placement: Utilizing Individual Strengths to Create a Quality Teamen_GB
dc.identifier.urihttp://hdl.handle.net/10755/162459-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Strategic Placement: Utilizing Individual Strengths to Create a Quality Team</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Emergency Nurses Association</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2008</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Tolson, Tina, RN, MSN</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">The Johns Hopkins Hospital</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Nurse Manager, Adult Emergency Department</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">, Baltimore, MD, 21287-, USA</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">tschofi2@jhmi.edu</td></tr><tr><td colspan="2" class="item-abstract">Purpose: Staff satisfaction surveys repeatedly revealed low satisfaction in the Adult Emergency Department, scoring below the national average in many categories. Nurse turnover was consistently high at 30-35% for the last four years. The goal of the initiative was to develop a strong leadership team that would aim to create an environment that would improve staff satisfaction and retain quality nurses.<br/><br/>Design: A staff and leadership development initiative. <br/><br/>Setting: Mid-Atlantic, Urban, Level 1 Trauma Center and academic medical center, with 65,000 visits per year. <br/><br/>Participants: Emergency Department Nursing staff and Nurse Leaders.<br/><br/>Methods: Twelve Emergency Department Nurse Leaders participated in a leadership assessment program to analyze their thinking and behavioral preferences. After gaining this insight, nurse leaders learned to value diversity amongst the group, and appreciate the strengths and limitations that each individual brings to the team. This enhanced interpersonal communications and enabled the team to solve problems creatively, thereby increasing productivity and improving job satisfaction. The nurse leadership group then developed their individual teams utilizing what they had learned as a framework. The Nurse Managers restructured the clinical nursing leadership to focus their roles in Administrative, Educational, or Clinical tracks. Those staff and clinical leaders who expressed a desire to develop and mentor staff, and demonstrated the skills to do so, were appointed as Team Leaders for other staff. The Team Leaders serve to provide frequent performance feedback to their team and mentor staff to meet their desired goals. The team members are encouraged to participate in committees and projects that are of interest to them, not dictated to them. Committee Chairs are staff members who have demonstrated the interest in that committee and the capability to lead. The impact of this initiative was evaluated by comparing the NDNQI Data from 2004, 2005 and 2007. <br/><br/>Results: Results of the NDNQI survey illustrated improvements in 20 out of 22 categories, with greater than 5% increase in 11 out of 22 categories. Specifically, there was more than a 20% increase in Nursing Management scores, and more than an 8% increase in professional development scores. Nurse turnover decreased from more than 30% to 14% in 2007.<br/><br/>Recommendations: Acknowledging the benefit of individual differences and the utility of those differences in one team improves interpersonal communication and productivity. Strategically placing staff in positions that they have demonstrated both skill and interest, improves satisfaction and decreases turnover, making for a quality nurse workforce.</td></tr></table>en_GB
dc.date.available2011-10-27T10:28:34Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-27T10:28:34Z-
dc.description.sponsorshipEmergency Nurses Associationen_GB
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.