Your presenters: Cindy Acker

Emma OsekoIndira Bosire

Melanie MacLennan

Sarah Tracey

ObjectivesTo explain the Donner-Wheeler Career Planning

Developmental ModelTo compare the similarities and differences of

the nurse leader's role in the transition process with that of a new graduate and the new nurse leader

To explain the six nurse leadership competencies as presented by a research done by Sherman, Bishop, Eggenberg, & Karden (2007).

To name strategies for writing a professional email, referees to include in reference list, writing a resume and participating in an interview.

PurposeTo discuss ways for student nurses

to successfully transition from one role to the next in their future nursing career.

To give career strategies to apply in future career plans.

Role TransitionsPangman and Pangman (2010) state that

in terms of role transitions in the Nursing Profession may be described as: A result of or a result in:

Changes in healthLifeRelationshipsEnvironment

Role Transitions….Can be

MultidimensionalComplexUniversal

Pangman and Pangman (2010) state that role transitions in nursing are best described as challenging opportunities which accompany development of new knowledge from one stage in a nursing career to another

Role Transitions…Pangman and Pangman (2010) state that

all graduate nurses experience the opportunity of transition from student nurse to a graduate nurse. This in turn, marks the beginning of the first stage of transition [student nurse to graduate nurse].

Transition from SN to RNPearson (2009) describes the various feelings

which are commonly discovered in undergraduate nursing students. Lack of confidence in the students abilities can lead to fear and uncertainty. There is so much knowledge and information available in the clinical setting. Therefore it is important to have staff members who are willing to provide support and assist recent graduates with expansion of their knowledge.

WHAT STRATEGIES DO YOU SUGGEST FOR A NURSE LEADER TO

DO TO HELP THE TRANSITION PROCESS FOR A NEW GRADUATE

NURSE?

Ellerton & Gregor as cited in Pangman & Pangman (2010) found that documentation for a new graduate nurse can be the most challenging of priorities in the first three months of their new career.

MethodsGive the new nurses multiple patientsEncourage the new nurse to

participate in team meetingsEncourage the participation in new

skills and proceduresGive positive outlooks on the futureProvide a good learning environment

Pangman and Pangman (2010)

5 Main Components For Easing Orientation

Give positive reassurance and feedback when a new nurse becomes part of the team.

Give appropriate and accurate trainingTeach supervisors the tools to measure

professional competence and ensure progression

Provide lots of supportDetermine the effectiveness of the training

program at the facility. Make necessary changes

Lavoie-Tremblay et. al. as cited in Pangman and Pangman (2010)

Young (2009) indicated the following tips to mentor new nurses:

Have a nurse leader with lots of experience orientate and teach the new grad nurse.

Explain that challenges and frustrations are to be expected.

Establish clear goalsEncourage open and continuous

communicationShare experiencesEstablish trust, credibility, and interpersonal

communication skillsUse active listening

Remember…

The new graduate nurse needs lots of support and encouragement

because the transition process can take time and patience and can be

very stressful!Young

(2009)

Transition From Nurse to Nurse Leader

ExcitingChallenging

AnxietyPangman & Pangman (2010)

The New LeaderCollaboratingCoordinatingImplements policyAdministrative representativeManage budgetsResolve conflictPromote learningImprove performance

Pangman & Pangman (2010)

Ways to Facilitate a Nurse LeaderAccess to information and resourcesOpportunities to growSupportTeamworkCompensation

Pangman & Pangman (2010)

Needs of the New Nurse LeaderRole transitioningGoal setting and evaluationRole expectations and descriptionTime managementBalance of life and workFinancial management skillsStaffing and schedulingFormal mentoringConflict resolution skills

(Sullivan, Bretschneider, & McCausland as cited in Pangman & Pangman, 2010)

Nursing Leadership competency Model

Nursing Leadership Competenc

ies

FinancialMgt

(Sherman, Bishop, Eggenberg, & Karden as cited in Pangman & Pangman, 2010)

HumanResource

Mgt

Interpersonal Effectiveness

Caring

Systems Thinking

Personal Mastery

Nursing Leadership Knowing ModelEmpiricAestheticPersonal UnknowingSociopoliticalEthicalEmancipatory

Jackson, Clements, Averill, & Zimbro (2009)

The Donner-Wheeler Career Planning and Development

Model.

(Donner & Wheeler as cited in Pangman & Pangman, 2010)

1. Scanning Observation, assessment and

understanding of current realities within the health care system.

Examination of present and future trends within nursing and outside of the nursing profession at the local, national, and global level.

Scanning forms the foundation of the career planning process.

(Pangman and Pangman, 2010).

2. AssessingDoing a Self Assessment where you

identify your values, knowledge, qualities, and limitations.

Together with your environmental scan, you determine the direction you are going to take to plan your future.

A reality check- simply seeking feedback from the perspectives of others regarding your strengths and limitations which allows you to do a thorough self reflection

Pangman and Pangman (2010)

3. Visioning

It requires projecting into the future and considering career possibilities.

You focus on what is possible and realistic for you both in the short and long term.

Your career vision is the link between what you are now and what you can become. Pangman and Pangman (2010)

4. Planning

Part of the process where you specify your goals, resources, timelines, and indicators that will help you achieve your career vision.

Also important to determine the specific qualities you will need to possess to carry out the career plan.

Pangman and Pangman (2010).

5. Marketing

Putting together your professional and personal qualities, attributes and expertise so that you can clearly and effectively communicate to others what you can offer.

Establish a professional network Acquiring a personable and

competent mentorDeveloping pleasant and relational

skills.

Pangman and Pangman (2010).

Cont’d

Each phase of the model will provide you with the precise steps to develop a clear vision of the qualities and expertise as you strive to fit into the marketing niche.

This process will provide you with greater autonomy, personal worth, respect and career satisfaction (Top Rhine and Davis, as cited in Pangman & Pangman, 2010).

Career Strategies

ResumeTips of Writing a resume

Should contain your highlights, professional experience and education.

Ensure that it is easy to read and appeals to the employer.

Most employers prefer resume’s sent by email. If a hardcopy is requested, have it on hand.

Check for grammar, spelling, and language before submitting your resume.

Pangman and Pangman (2010).

Professional Email

Usually sent along with the resume attached to the email.

Let it focus on the reasons for the resume, be brief and catch the employer’s attention.

Include an expression of appreciation, thanking the employer for taking the time to review the material. Pangman and Pangman (2010).

Which one of these two emails clearly represent a professional

email?

Example 1From: jdubs@hotmail.comTo: jane@ualberta.caRe: I need a jobHey, I am very despeerate for a job in the

summer of 2010. I am a 4th year nursing student and I know there is a nursing freeze out in Alberta but I wanted u to consider hiring me. Attached to this email is my reseme.

Please consider hiring me!! Josiah

Example 2From: josiah@stfx.caTo: jane@ualberta.caRe: Job Posting #12 Registered Nurse, General

Surgery UnitGood Afternoon Ms. Smith,I am writing in application for Posting #12 for

Registered Nurse on the General Surgery Unit at your facility. I am a 4th year nursing student at St. Francis Xavier University and I will be graduating in May 2010. The attached resume demonstrates the ways in which I could contribute to your organization. I look forward to hearing from you.

Thank you for your time and consideration, Josiah Clement

Interview Gives the employer a chance to get to

know you and see if you have met the requirements for the position

It allows the applicant to ask questions and obtain information about the agency of interest

Can be a phone interview or a face to face interview depending on your location.

Pangman and Pangman (2010).

ReferencesVery important for the employer to gain

information about your professional qualities.

Choice of referees should be specific to type of job applying to.

Inform referees that they might be contacted by a particular agency.

If a letter is required from the referee, give them time to write it and provide the referee with stamped and addressed envelope.

Pangman and Pangman (2010).

Advancing Beyond the Undergraduate Nursing Degree

Sperhac & Clinton (2008) suggested that nurses currently with a Masters level of education should consider doing a PhD in Nursing. The researchers stated that there is a direct link between higher education and better client outcomes as a result of evidenced-based practice.

Possible Career GoalsGetting a Masters in NursingDoing a Doctorate in Nursing Nurse EducatorClinical Nurse SpecialistInternational nursingNurse practitionerhttp://www.youtube.com/watch?v

=bMIz3MLkSXo

Explore your options!

Questions???