FutureCNO

Thanks for your reply brownbook. At my current position I do that now. I am not the type to tie a rock to my employees legs and say "ok stay afloat." And your right. I get a much more positive response and a willingness to work harder if they see me right next to them "in the trenches". My hope is that I can lead by example and have others follow suit in the new unit. Unfortunately, that is not always the case from my experience. There are always those who I consider the "downers". They bring down the unit during the shift. And I have had those difficult conversations with them and have tried to see their perspective and have tried to assist them to become positive contributors to the unit but the rest of the team still suffers. I know in my next role I will face the same hurdles. I just hope that I can ignite the spark of teamwork and togetherness on the new unit to help reduce the turn over, improve quality of care and overall have better patient outcomes.

Good morning everyone! I am currently accepting a position as a nurse manager of a unit. Admittedly, I am nervous but excited at the same time. It is a major step in my career as a nurse and hopefully a nurse leader. I know there is a plethora of knowledge and experience within this forum and am asking for any and all advice I can implement to make the transition go as smoothly as possible. Of note, of course, there are rumors that the unit I accepted to manage is a "horrible unit". I am not phased by this. I am looking forward to the challenge. Apparently, the unit suffers from high turnover, lack of engagement from staff, no teamwork and is in the need of an effective leader. Any tips, suggestions, or thoughts on tackling these issues? Dealing with unengaged employees? Difficult employees? As soon as possible (after required orientations and such) I plan to hold a meeting laying out the expectations, visions, implementations of interventions to get to the goals we set as a unit and also I would like to meet with each individual and declare my commitment to their success and the success of the unit.

Thank you all for your insight. I have been moving along the interview process for the nurse manager position and it seems I may have the position. I feel this is a step in the right direction in achieving the my career goals. It may be a difficult job but am looking forward to hitting it head on and learning to deal with the day to day obstacles that may (and will) arise.

Hello everyone. I have currently been a nurse for 17 years and have been a clinical nurse manager for 5 years. I am currently finishing up my BSN and interested in pursuing a role in nursing leadership/executive and maybe even future CNO or CEO of a hospital within my healthcare system (I know big dreams). I will be enrolling into a dual MSN/MBA program at the completion of my BSN. I have applied to a nurse manager position and am a little concerned. Although a higher position than my current position now, the pay is far less since it is salary. It will be ~$30k less a year. Due to complex family dynamics, I am the sole provider and can not afford that sort of financial hit. I have had discussions with HR and negotiations but seems like they are moving on to another candidate (and understandably so). My question is, in order to obtain a nursing executive role (Director/CNO or even CEO) am I required to climb the ranks of nurse manager, director, etc.) or will a MSN/MBA degree suffice with experience in a clinical nurse manager role (clinical nurse manager is a charge nurse with added responsibilities such as evaluations, scheduling, tracking labor usage, payroll, etc.). Thank you for your time