Coaching Employees Nurse managers who take an active role in the growth and development of future nurse leaders can transform the future of healthcare. Coaching is the process of assisting others to improve their knowledge and skills through advice, hands-on experience, encouragement, and honest, immediate feedback (Manion, 2011). The purpose of this paper is to develop a coaching and development plan for a new employee using a six-step coaching process.
Step One – Intention The first step in the coaching process is to determine the intention or purpose for the coaching (Manion, 2011). For three years, Molly (not her real name) was a registered practical nurse (RPN) working in the Veterans Centre (VC) at Sunnybrook Health Sciences Centre. …show more content…
As a former RPN, Molly already has a solid understanding of the policies and procedures in the VC, and this strength will serve her well as a TL. However, Molly will be the main resource person for other staff and families when questions or conflict arises. Therefore, developing her leadership skills in communication and conflict management will be required. Additionally, there are tasks that the TL is required to complete on a daily basis that will require training and need to be included in the coaching plan. As a Primary Nurse, Molly will be responsible for the overall direction and plan of care for two or three residents as well as being the main contact person for families and inter-professional staff. A Primary Nurse also has to have a thorough knowledge of the online documentation and care planning system to fulfill the requirements of this role. Therefore, additional computer training is needed. Lastly, a review of the Role of the Primary Nurse document will assist Molly in understanding what is required of someone in this role in the …show more content…
As previously stated, Molly already has a solid knowledge of the policies and procedures of the VC; therefore identification of areas where she is not as proficient is required. The Role of the Team Leader and Role of the Primary Nurse documents will assist in this process. These documents will serve as a guideline for identifying areas that require additional training and education. Based on previous conversations with Molly, areas that will require training include: staffing requirements, electronic care planning, infection prevention and control (IP&C) protocols, setting up family conferences, and resident assignment guidelines.
In assessing Molly’s level of development, she is an advanced beginner (Current Nursing, 2011). Individuals in this phase have prior knowledge and experiences that enable them to demonstrate acceptable performance. However, more demonstration by the coach is required for Molly to become competent. Molly will be able to draw on her previous experiences and strenghts as an RPN and new RN in her new role. In turn, and with the coach’s assistance, she will be able to identify what areas she needs to improve upon as she takes on these new
Step One – Intention The first step in the coaching process is to determine the intention or purpose for the coaching (Manion, 2011). For three years, Molly (not her real name) was a registered practical nurse (RPN) working in the Veterans Centre (VC) at Sunnybrook Health Sciences Centre. …show more content…
As a former RPN, Molly already has a solid understanding of the policies and procedures in the VC, and this strength will serve her well as a TL. However, Molly will be the main resource person for other staff and families when questions or conflict arises. Therefore, developing her leadership skills in communication and conflict management will be required. Additionally, there are tasks that the TL is required to complete on a daily basis that will require training and need to be included in the coaching plan. As a Primary Nurse, Molly will be responsible for the overall direction and plan of care for two or three residents as well as being the main contact person for families and inter-professional staff. A Primary Nurse also has to have a thorough knowledge of the online documentation and care planning system to fulfill the requirements of this role. Therefore, additional computer training is needed. Lastly, a review of the Role of the Primary Nurse document will assist Molly in understanding what is required of someone in this role in the …show more content…
As previously stated, Molly already has a solid knowledge of the policies and procedures of the VC; therefore identification of areas where she is not as proficient is required. The Role of the Team Leader and Role of the Primary Nurse documents will assist in this process. These documents will serve as a guideline for identifying areas that require additional training and education. Based on previous conversations with Molly, areas that will require training include: staffing requirements, electronic care planning, infection prevention and control (IP&C) protocols, setting up family conferences, and resident assignment guidelines.
In assessing Molly’s level of development, she is an advanced beginner (Current Nursing, 2011). Individuals in this phase have prior knowledge and experiences that enable them to demonstrate acceptable performance. However, more demonstration by the coach is required for Molly to become competent. Molly will be able to draw on her previous experiences and strenghts as an RPN and new RN in her new role. In turn, and with the coach’s assistance, she will be able to identify what areas she needs to improve upon as she takes on these new