Do you feel like it's more important that your manager can be relied on as an expert in the care you provide on your unit, that she is someone who could jump in and take a patient assignment if necessary; or do you feel like it's more important that she is a skilled leader (by skilled, I mean compassionate to the staff, holds people accountable, is fair, transparent, will advocate for you, and is a good communicator)?
Would you want the second type of person to be your manager, even if her background is in a completely different type of nursing? Or is it more important to you that she understands the type of nursing you do, and would be able to jump in and work the floor if needed?
Specializes in Nurse Leader specializing in Labor & Delivery.
Thanks, guys. That is helpful. Thinking about going into leadership outside OB/women's health, and wasn't sure if that was just a crazy idea.
I did want to address this:
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Constant call outs, rampant drama and chaos, gossiping, multiple long breaks, overall crappy attitude. Please, do something with those employees! How do you have a job when you call out weekly? I don’t get it!
This is one of the most frustrating aspects of my job. Because everywhere I've worked, there has always been THAT PERSON. And I know it isn't always the case, but much of the time, management IS addressing it. However, there may be things at play that others are unaware of - an intermittent FMLA case, or progressive discipline that is happening behind the scenes. I know it SEEMS like it's not being addressed. But at least in my situation, I promise it IS addressed, and sometimes leadership's hands are just TIED, due to ADA laws or union regulations. It really really sucks, I know.
I do believe that is true in some cases, klone. Bureaucracy can be a thing.
In my case I know that it wasn't that. No union on the job, and when I went to the manager with concerns, I was told that other ppl had quit over the situation but it was still not going to be addressed. Patients complained,, doctors complained, people from other units (!) complained. Nothing happened. At one time the manager admitted to me that she really liked one of the people and so had no plan of correction.
The galling/hilarious part was, the manager was angry when I turned in my resignation, saying I was disloyal to leave her alone with those staff. The same staff that the manager had picked and insisted on keeping!
Specializes in New Critical care NP, Critical care, Med-surg, LTC.
8 hours ago, klone said:
Thinking about going into leadership outside OB/women's health, and wasn't sure if that was just a crazy idea.
I think that, based on what I have read from you over the years, if you took a management position, your staff would be lucky to have you. You present a very level-headed and rational persona and you clearly have a high level of clinical competence as well. And if you took a position outside of your clinical area of expertise, I don't think it would have any negative impact.
I completed a MSN in management and leadership and right up until the clinical semesters (last two), I didn't think I was wasting my time. And then I had those two semesters of listening to the whining, the excuses, the complaints, and I realized I want NOTHING to do with administration, EVER. I guess part of it is my own judgmental attitude, but I do have a problem with employees that just don't do their jobs. And I wouldn't be good at the politically correct part of much of the job.
I am grateful that there are people willing and able to take on management positions, we need them. I wish more of them seemed to retain some understanding of bedside issues and "the real world", but that's just how it goes. Good luck whatever you decide.
Outpatient setting... it's impossible to know the ins and outs of every specialty unless one has maybe been a pool float first. I've never seen a manager jump in and help out. In my experience, most are afraid of conflict and want to be everybody's friend. I prefer a manager who will hold people accountable.
Welp, I have interview #2 next week for nurse manager of an ortho unit.
I'm a CNM now, but my very first job as a nurse was actually on an ortho unit! It's pretty cool, it can just be a LOT of lugging and tugging for the nurses and aides. Good aides are absolutely critical.
I don't think a manager should have to jump in and take an assignment. If they are managing well and have support from their leaders, they shouldn't have to work two jobs. The reason I say this is because managers who take patient loads have a very high turnover rate. Sure, the staff may admire it, but it does not promote longevity in the manager. Managing is a tough job and if your manager is not burned out and exhausted the whole unit will benefit.
I think it really depends on the unit in terms of bedside technical proficiency vs leadership qualities. Emergent and critical care units need managers who are technically very proficient with the medical and nursing aspects of their patient population, because these are life/death considerations. At the same time, leadership skills are essential to maintain a healthy culture in the staff so they feel supported and can focus on their roles. So leadership is essential for long term health of the unit culture, and lack of technical knowledge can be a serious liability. I would not want to have to choose between the two.
klone, MSN, RN
14,857 Posts
Thanks, guys. That is helpful. Thinking about going into leadership outside OB/women's health, and wasn't sure if that was just a crazy idea.
I did want to address this:
This is one of the most frustrating aspects of my job. Because everywhere I've worked, there has always been THAT PERSON. And I know it isn't always the case, but much of the time, management IS addressing it. However, there may be things at play that others are unaware of - an intermittent FMLA case, or progressive discipline that is happening behind the scenes. I know it SEEMS like it's not being addressed. But at least in my situation, I promise it IS addressed, and sometimes leadership's hands are just TIED, due to ADA laws or union regulations. It really really sucks, I know.