DJSexton

Dear JLK33, Thank you for the dialogue, as I did glean important perspectives and respectfully appreciate your position. I will gladly accept your invitation to ponder and I hope you take care as well ?

The quote above is intended to mean that the whole industry was caught off guard. Not everyone got rid of their N95 fit testing, so it's not fair to say all are guilty because of limited examples. But no one was prepared for the pandemic. I'll maintain the dialogue based on clarifications of my own material since your sample dialogue contains extensions out of context from often one-word capture of mine. Another quote of mine to infer yes, complainers in general are non-productive. Not a vent - different. Vilification - WOW!. You and I differ in this because I come from a military mindset where war is war, and a sense of duty dictates the service level. The OP felt it was too much. You may also. But leave no brother behind is akin to leave no patient behind. War is never pretty, but neither is a pandemic. The lines of inherent risk change when the war comes to the doorstep. Perhaps when war is afar, it seems acceptable, but war at home is not. It is still an enemy. Sadly, realistically, it comes down to resources.

Greetings, It seems we both are passionate and I applaud that. Thank you for being thoughtful, and collaborative. There are many points I could respond to, some out of or presumptive of context, and yes, I am both still a floor nurse at heart who dons the necessary garb if needed, and a steadfast realist. I like to think that being in the needs-based business we are, we will willingly endure the everyday work that characterizes our reputation. So, yes, I am going to continue to pursue the ideal sample of excellence in all that I do, because they duty of the role demands it every day. Yes, there is some inherent risk. Regarding the Covid situation, I really do think that they were unprepared for the magnitude, and I do feel the government should have mandated businesses to manufacture PPE, but I really do not get the genuine sense that executive leadership is in any way malicious in their approach - not at least for my providers. Nursing has surely changed over time, and like anything that produces something of quality from raw material, it is a business, some profit, and other's NFP. As I write this, I am thinking this is non-debatable as no one has the facts, it is unfortunate. I do not recall any one provider that in their wisdom had an adequate supply. I also do not think that all providers in that philosophy were greedy. It's excessive to presume. "(Some) nursing leaders have an endless supply of inappropriate optimism about how things will turn out if only others will just sacrifice and stop complaining. Yes, I do know that leadership positions can be legitimately agonizing and that there are incredible stressors and many sleepless nights endured, but even that is not the same as going into covid rooms wearing contaminated pieces of paper because of greedy business decisions." Nursing contains some inherent sacrifice. And no business benefits from complainers. This last statement above is presumptive - far reaching without concrete support. And to reiterate, I stand fast in regard to the negative OP. There are other more productive ways to channel energy like advocating for legislative support. Of course the subject concerns me. What and how we go about it is the difference. Some run to the fight, and others from.

This is a passionate post for many here and rightly so, it probably should be since most nurses see their role as both a privilege and a responsibility to serve other humans when they are vulnerable. I cannot imagine a world without nurses to sit at the side of another human vulnerable and suffering. It shouldn't be about the money, and or risk if you're in the field for the right reason(s). All I could ask is that you re-evaluate your position and bow out respectfully. Quietly. It seems all too easy to for you to advocate to have nurses join your opinion, but fail to see the essence of what Florence Nightingale sacrificed for during the risk of death and disease in a war of pathogens (let's remember that Florence didn't have to work at all!). The oath is there to serve, and serving requires sacrifice. Much of which circumstances are out of our control. For those that are nurses for the right cause, there is no need to support - they just get it. I applaud the author of the OP for taking a stance and advocating your perspective. You must have known that you would elicit responses that agree and disagree. Rather than spending energy this way, perhaps advocate through your local government representative, or join a lobby to help influence real change. It's hard to see that this work here is merely more than a vent. If it is to help aspirants from helping others in need, that's not the selflessness that we seek in nurses. Only the strong need apply. As a Nurse Leader, I would want you to know there are good leaders out there that suffer too. Great leaders stay the course and do not give up. We silently absorb the negativity and re-channel it in the form of education (like here). We want to provide everything that you ask for. And we know that if we did, the likelihood of supply would zero out faster than we could resupply - 100% reality. What would you have organizations do when they only have, and or can get so much supply? When I was working the first night we received Covid pt's, the nurses were so upset - understandably. I knew then what I know now - that this unpredictable, and unwanted pathogen is going to require us to communicate like never before, staying in touch for hourly updates, and getting creative with little to no resources. What I also knew was that we were human and we needed each other's support. So, I provided the human caring for my staff the way I do for my patients - after all, we will navigate this biological war together. Why do I have any particular weight to make an opinion? I work in both private and municipal spheres, and both roles are highly respected in the community. I've always been a person of service and I completely understand that duty and honor are not something that one is compensated for with money. It's one or the other - never both. For the most respected profession in the world, it cannot be about money. Just as many posts have stated, war brings unpredictable chaos, and lots of it. We do not win wars by gathering others in opinion and going home for a better job. We join together and fight with numbers. It's about team. To be completely empathetic, I do understand the OP opinion. But at the same time, our philosophies on duty, sacrifice, and privilege to serve others couldn't be more far apart. Thank you for the opportunity to reply to your post. I had a very rough shift supporting my nurses today in all the challenges we worked on together. And the advocating for the profession still continues despite my fatigue. I wish the OP author well in whatever profession suites you better. I'm happy that you were able to serve others for as long as you could. Be well and thank you for your service sincerely.

46 and the best business decision I ever made. Emotionally, such a privilege to serve in the intimate sphere of people in need.

Lots-o-comments on this one. Being a male RN, can I offer a perspective? I'm in psych where the best of the best in this specialty actually are pretty damn good at what we do. When I had my clinical in OB/GYN for school, I had heard the nurses didn't like men. So, I expected the worse. And in turn, I had a most wonderful experience (they had a male NICU RN who was absolutely accepted). It's all about the respect for the human condition. We all know it. We all learned it in school. But being on the other side as the patient - that we're often not prepared for. We're either hyper-verbal in an attempt to make ourselves comfortable, or quiet as a church mouse assessing for the right intervention. We can't win. I do not doubt it was an emotionally challenging experience for you. What makes me good at what I do is that I follow a simple philosophy. I become what my patient needs in the moment always. But that is dependent on my assessment skills right? Some people have it, and some people think they have it - LOL. In the end, if we are to consider ourselves a profession, we must admit that we must not allow gender to be an issue ever. Not even in rape cases where men can sometimes be instrumental as examiners (a compassionate, competent, and patient male nurse can actually provide a sense of control to the victim, through sharing of power - very important for the victim). Customer service though is critical in nursing. I would definitely write a letter if you weren't supplied a survey. Thanks for the opportunity to write to your topic : )

Hi, I read your post with interest. It comes off as strong out of the gate. While everyone is entitled to their stance, there is generally some truth in it as well as embellishment. If I could offer anything in general, and coming from a family where dad was management and mom was union, I would offer there is a time and place for unions. Personally, I feel that if an organization is anywhere USA is practicing healthcare well, with respect to a balance with all stakeholders, it really doesn't require a union. My experiential opinion is that if one were to advocate for something, be respected and heard at the table, one should apply the law of attraction. Diametric orientations, often absorb much energy and produce the least results. I haven't heard many a nurse being sacrificed since the OP in May, in fact the pandemic has increased the need. And I obey my boss the CNO every day. I trust her judgement explicitly. Do you think there exists another way to advocate for issues in more collaborative ways?

When it comes to some topics, an simple inquiry can elicit a ton of responses. There are so many examples and advice here it is nearly impossible to find what would actually work for your specific situation. And, "could you define strong personality" is important to clarify as the ambiguity adds to the lack of solution. You will just have to read all and make the best choice - but keep us informed now that we're invested in you : ) Being a male psychiatric RN and police officer, and yes, the authority of a Nurse Manager, you can assess quickly that there may have been a time or two that I have had that strong personality label too. It is frustrating to want to do the right thing, and others seem to opine all too often that, "Oh that's the cop in him talking". And they couldn't be more wrong. In reverse, on the street, they seem to know this cop is different inside - and they're right : ) As a psych guy and a cop, and although not an expert in either, I have a fair share of people experience and am very good at what I do. Now that I manage, I have to be careful to apply my many faces to any given audience in an effort to collaborate towards goal. Assessing is the key to a successful dialogue. In reflection, personal dynamics are so very deep, that it is easier to get it wrong than get it right. Ironically though, in nursing worldwide, we seem to be able to get it right most of the time. The reality is that no one is an angel all of the time. If I were to provide general advice, I would just offer this and hope it helps you in some way: 1) Lead with respect ALWAYS, 2) we all have biases and we have to work to mitigate them our whole career, 3) attempt to see things from others' view, 4) respect that and demonstrate the same, 5) expect the same respect in return, 6) communicate, communicate, and communicate, 7) do not give up on people - there is always hope, #8) conflict resolution is a thing because it is important. People will avoid working with a difficult peer and ultimately that influences patient care - unacceptable! I am all about team in my span of control. If one staff fails the team, the entire team fails. The same is true for their successes. Behind safety, communication is the second most important element of any unit. Some nurses may elect to eat their young, and if so, I see that as a personality flaw, easy path, poor value systems, etc.. Don't be that nurse. You want to be accepted and team is valuable to you. But you can't change people. Lead by example and kill 'em with kindness as you're smiling all shift. If at work you feel they don't appreciate you yet, you know that we here, do! If anything, I hope you can pull some tid bits from all of these great nurses out here. Good luck!

Hi Coopman, I attend Chamberlain and I am very satisfied with my curriculum. They have a solid reputation within the industry, and afford advancement opportunities in graduate degrees. I ride the military discount for my service time which helps, and I have attended Capella for my undergrad in Business and it was good also. I have heard positive remarks about WGU and their ability to be affordable and fast-tracked courses for those that are really proactive. In the end, do your homework, like you are here in this thread, and choose what fits you best. The real benefit is the time and energy you put into learning. Good luck!

For sticky situations, Allnurses.com seems to be the place to go. Yes, it would improve your relationship with your direct manager to have a conversation. In fact, if you do not, you will have broken trust, and further exacerbated it by circumventing accountability. I wouldn't be surprised if it were a topic in your annual appraisal. Asking for forgiveness is hard. But it is a strength of character to admit you were wrong. Mistake or not. The relationship with your Nurse Manager (NM) is one that can help or hurt you. Take a moment to jump out of yourself and imagine you being the manager. You are responsible for so much that is going on, and much of it in the detail that you don't know until it comes to your attention. When a senior leader asks a NM what is going on with his/her employee after hearing from the Nursing Practice Director, I assure you it will not be a comfortable conversation. That unpleasantness will eventually reach you I assure you : ) Any staff member should go through their direct supervisor for permission to do any training with an ancillary department. At the very least, keep them in the loop. Communication is everything! Good luck with your wound care learning!

You've come to the right place! First, I congratulate you on your decision to pursue the unknown. Management can be a scary place they say. In my experience, the leader that succeeds to best is someone who is always willing to be marginally uncomfortable with an internal, and insatiable appetite for accomplishing more than one can do alone. Communication is likely the most important aspect to get down. You will learn to understand each person you speak with has a stake in the outcome, and that YOU, are best suited to recognize where they are in their role. When you master that, you can begin your journey at being a "builder" of communication and relationships. It is a lot of work, but worth every penny of investment. My style is decentralizing the decisions closest to the patient and keeping the decisions where they belong the best. This takes maintenance. I allow things to get to my level when they have been properly vetted through staff and Charge RN. There are exceptions like recovering a really bad situation. Relationships with your administrative peers are different from your employees. You need to support your employees indeed, BUT a Nurse Manager must also drive staff to facilitate their work through accountability. Nursing is work and the lazy need not apply : ) Be a builder of "A Players" for your team. Your team will have less turnover and respect you more. Lastly, try to get the ear of another manager there. Ask him/her what the turnover is for managers. As kthem how they feel supported. If senior administration is making poor decisions, Nurse Manager will be a rough place to work. Likely, burnout will occur, and you'll leave your position with PTSD. Do your homework. Even though staff may look at the manager position as easier than staff, I assure you that if you're doing it right, it's harder (e.g. assessing staffing for 40+ staff, patient escalations, audits, disciplines, interviewing, crisis, and throw in there a pandemic : ) For whatever you choose, I wish you the best of luck : )

Great topic. How does one best position themselves to opportune the candidacy?? Any hospital is a big machine with countless moving parts, operating 24/7. There is a lot of work to do supporting patients, and taking the time out to look for great employees is one of them. For me, I always suggest being "politely persistent". That translates into being positive, succinct, respectful of one's time, and honest. These, by the way, are all qualities I expect in my employees too. Every organization's HR department works at different speeds as a result of leadership and its capable staff processing information. I would 1) Formally apply, 2) Find the Nurse Manager's extension and leave a message (I.e. previous qualities), saying your name in the beginning, and the end, as well as your phone # twice, and 3) Give some time. Be patient but persistently interested - it shows dedication. I once interviewed a nurse 3 times over 1.5 years. She really wanted the job. She took my advice every time, and improved along the way. Not all candidates are perfect, and in fact, most aren't. I'd rather hire for personality with moderate skills, and develop the latter. I'm big on team, because when it gets rough out there, staff need to gel to get it all done. I want to wish you the best of luck!

You have a great post topic here as many a nurse have wanted to grow and the transitions can get sticky, or even political. My little bit of wisdom for what it is worth: In general, 1) Check with HR for policy guidelines and expectations. You do not want to burn bridges, so do not assume anything (e.g. two weeks). 2) My favorite line for my staff is, "Always be putting money in the piggy-bank, so that you will have something to use when you need it". This relates to so much. Time off, grace when your late, make a mistake and ask for grace, etc.. 3) If your manager is decent, and it sounds like he/she may be new, maintain an open relationship where you can discuss matters. It's important to grow. A good manager will know and accept this. 4) Sometimes I will even recommend to one of my staff to consider new opportunities. It's not that I don't want them, but conversely, I recognize their efficiency, or fit, might be better in a new-growth role. It's actually a sign of respect that I offer this, and they are quite surprised. My input: Nursing and Administration is a relationship. Both are hard work. No one is entitled to anything and everyone has to sacrifice. That is the price we pay for being advocates in the intimate sphere of our patients. We only get out what we put in. I want to wish you the best of luck in your new endeavor! Remember to stay a little uncomfortable in whatever you do. It means you're willing to grow : )

Great question. I have worked in a few places and although the electronic version is pricey and the companies loathe the idea of investment, they prove their worth. Kronos has a system that can be pushed out to the staff to use to ease the transactions, as well as I think ADP. My big thing is just having one point person to manage the volume of time requests for the department. That position is so critical to have, otherwise it will consume a manager's time upwards of 40%.

It’s sad that the patient passed away. I work with the psychiatric population mostly and there is considerable risk with much of the population. Some people you can reach and others not so easy. I don’t know if this is relative, but it is noteworthy. I use respect each and all the time, every time. No matter what kind of rapport I build and it’s not always easy, the patient can never say I didn’t demonstrate respect and care. This is important to reducing the risk of unpredictable outcomes as uncontrollable as they may be. It works. Nursing is about being intimately close to a persons trust and that may be uncomfortable sometimes. But demonstrating respect and care every time has never failed me.