Coaching Employees Leadership development literature is full of references to coaching. In much the same way that a football coach works to develop each athlete, the nurse manager is responsible for enabling each nurse to reach full potential (Davis, Middaugh, & Davis, 2008). It is not realistic to expect that every new hire will present as a fully developed expert nurse; therefore, the nurse manager must be able to assess each person for areas in need of improvement and to coach each nurse through the development process (Davis et al., 2008). The purpose of this paper is to outline a coaching and development plan for an identified staff member using the six-step coaching process.
Determining Intention
Samantha is an RN in the critical care unit who presented with approximately one year of experience in a gastrointestinal procedures department at the time of hire. After a 20-week orientation, Samantha …show more content…
While the manager will need to increase presence during key times, her presence on the unit is part of the manager’s daily routine. Samantha and the manager will have discussed the need for observation when expectations were clarified, and Samantha will understand that observation is necessary to accurately assess her performance. Initial unease should fade as Samantha focuses on her patient and the objective of the conversation.
Samantha and her manager will meet regularly to discuss Samantha’s progress. These meetings will provide an opportunity for Samantha to self-report any interactions that the manager may have missed. The three core dayshift charge nurses and the physicians who interact with Samantha will provide an additional avenue for assessment of her growth. The core charge nurses are respected informal leaders on the unit and are present during report and interdisciplinary rounds to observe her performance when the manager is absent.
Providing
Determining Intention
Samantha is an RN in the critical care unit who presented with approximately one year of experience in a gastrointestinal procedures department at the time of hire. After a 20-week orientation, Samantha …show more content…
While the manager will need to increase presence during key times, her presence on the unit is part of the manager’s daily routine. Samantha and the manager will have discussed the need for observation when expectations were clarified, and Samantha will understand that observation is necessary to accurately assess her performance. Initial unease should fade as Samantha focuses on her patient and the objective of the conversation.
Samantha and her manager will meet regularly to discuss Samantha’s progress. These meetings will provide an opportunity for Samantha to self-report any interactions that the manager may have missed. The three core dayshift charge nurses and the physicians who interact with Samantha will provide an additional avenue for assessment of her growth. The core charge nurses are respected informal leaders on the unit and are present during report and interdisciplinary rounds to observe her performance when the manager is absent.
Providing