Your Transformational Nursing Career

1. Your Transformational Nursing Career Your presenters: Cindy Acker Emma Oseko Indira Bosire Melanie MacLennan Sarah Tracey

2. 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.

3. 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.

4. 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

5. 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

6. 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].

7. 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.

8. Transition from Student Nurse to Nurse

9. WHAT STRATEGIES DO YOU SUGGEST FOR A NURSE LEADER TO DO TO HELP THE TRANSITION PROCESS FOR A NEW GRADUATE NURSE?

10. 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.

11. 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)

12. 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)

13. 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

14. 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)

15. Transition From Nurse to Nurse Leader • Exciting • Challenging • Anxiety Pangman & Pangman (2010)

16. The New Leader Collaborating Coordinating Implements policy Administrative representative Manage budgets Resolve conflict Promote learning Improve performance Pangman & Pangman (2010)

17. Ways to Facilitate a Nurse Leader Access to information and resources Opportunities to grow Support Teamwork Compensation Pangman & Pangman (2010)

18. 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)

19. Nursing Leadership competency Model Personal Mastery Financial Mgt Systems Thinking Nursing Leadership Competencies Human Resource Mgt Caring Interpersonal Effectiveness (Sherman, Bishop, Eggenberg, & Karden as cited in Pangman & Pangman, 2010)

20. Nursing Leadership Knowing Model Empiric Aesthetic Personal Unknowing Sociopolitical Ethical Emancipatory Jackson, Clements, Averill, & Zimbro (2009)

21. The Donner-Wheeler Career Planning and Development Model. (Donner & Wheeler as cited in Pangman & Pangman, 2010)

22. 1. Scanning (Pangman and Pangman, 2010). 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.

23. 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)

24. 3. Visioning Pangman and Pangman (2010) 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.

25. 4. Planning Pangman and Pangman (2010). 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.

26. 5. Marketing Pangman and Pangman (2010). 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.

27. 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).

28. Career Strategies

29. 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).

30. 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).

31. Which one of these two emails clearly represent a professional email?

32. Example 1 From: jdubs@hotmail.com To: jane@ualberta.ca 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

33. Example 2 From: josiah@stfx.ca To: jane@ualberta.ca 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

34. 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).

35. 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).

36. Advancing Beyond the Undergraduate Nursing Degree

37. 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.

38. 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=bMIz3MLkSXo

39. Explore your options!

41. Questions???