Transcript Your presenters : Cindy Acker Emma Oseko

Your presenters:
Cindy Acker
Emma Oseko
Indira Bosire
Melanie MacLennan
Sarah Tracey
Objectives
 To explain the Donner-Wheeler Career Planning
Developmental Model
 To 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.
Purpose
 To 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 Transitions
 Pangman 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 health
Life
Relationships
Environment
Role Transitions….
 Can be
 Multidimensional
 Complex
 Universal
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 RN
 Pearson (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.
Methods
 Give the new nurses multiple patients
 Encourage the new nurse to participate in
team meetings
 Encourage the participation in new skills
and procedures
 Give positive outlooks on the future
 Provide 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 training
 Teach supervisors the tools to measure professional
competence and ensure progression
 Provide lots of support
 Determine 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 goals
 Encourage open and continuous communication
 Share experiences
 Establish trust, credibility, and interpersonal
communication skills
 Use 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
 Exciting
 Challenging
 Anxiety
Pangman & Pangman (2010)
The New Leader
 Collaborating
 Coordinating
 Implements policy
 Administrative representative
 Manage budgets
 Resolve conflict
 Promote learning
 Improve performance
Pangman & Pangman (2010)
Ways to Facilitate a Nurse Leader
 Access to information and resources
 Opportunities to grow
 Support
 Teamwork
 Compensation
Pangman & Pangman (2010)
Needs of the New Nurse Leader
 Role transitioning
 Goal setting and evaluation
 Role expectations and description
 Time management
 Balance of life and work
 Financial management skills
 Staffing and scheduling
 Formal mentoring
 Conflict resolution skills
(Sullivan, Bretschneider, & McCausland as cited in Pangman & Pangman, 2010)
Nursing Leadership competency
Model
Personal
Mastery
Systems
Thinking
Nursing
Leadership
Competencie
s
Caring
Financial
Mgt
Human
Resource
Mgt
Interpersonal
Effectiveness
(Sherman, Bishop, Eggenberg, & Karden as cited in Pangman & Pangman, 2010)
Nursing Leadership Knowing Model
 Empiric
 Aesthetic
 Personal
 Unknowing
 Sociopolitical
 Ethical
 Emancipatory
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. Assessing
 Doing 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
mentor
 Developing 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
Resume
 Tips 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 1
From: [email protected]
To: [email protected]
Re: I need a job
Hey,
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 2
From: [email protected]
To: [email protected]
Re: Job Posting #12 Registered Nurse, General Surgery
Unit
Good 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).
References
 Very 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 Goals
 Getting a Masters in Nursing
 Doing a Doctorate in Nursing
 Nurse Educator
 Clinical Nurse Specialist
 International nursing
 Nurse practitioner
 http://www.youtube.com/watch?v=bMIz3ML
kSXo
Explore your options!
Questions???