redsoxjen

I love this thread. I'm an ANM on a SPCU floor and I just had this conversation with one of the nurses that work with me. They asked the question about ratios and acuity. A good example is the patient being charged $25 for one aspirin. It's not the aspirin being charge for. It's the ordering, the verification, the delivery the dispensing and administration of that aspirin. Until acuity is considered in assignments and nursing hours are billed for and not budgeted for we it will be difficult to change.

I don't know much about Waldens program, just make sure it's regionally accredited. I hear some people have issues if the program they attended is not accredited to what their employer wants.

I was/am in a similar position you are in. I went from ED/Trauma as staff RN to one of 4 assistant nurse managers on a SPCU at a different hospital. Middle management you get it from all ends....patients, familys, MD's and RN's. You're going through growing changes. My old motto is if no one is dead, it's a learning experience. Use each situation as a learning experience. For example: When you page a doctor sitting at the nurses station just take the opportunity to stick out your hand and introduce yourself. "I'm sorry about that Dr. Smith, My name is John Doe....I'm the new clinical manager for this unit, nice to put a name with a face. I look forward to working with you." And as far as the MD's go, I realize they have almost not clue what middle mgrs do. I find also that a good diffuser is "I'm new at this and learning still, I appreciate any feedback/insite you can provide." I agree with the not allowing the team member to drown. I put a priority on helping. I make a point of asking what they need help with. If I have time I'll help (builds trust). If I don't have time I may suggest alternatives but also let them know why you can't help at that exact time. "Janet, I'd love to help you with that IV but I'm trying to make the schedule, I know that Linda just discharged a patient and she's really good at IV's, I'll ask her for you." Or "I am in the middle of making the next shift assignment, maybe if you do the medication pass for John he can put in the IV for you"? Or if you can't help at that very moment you can say. "yes I can put in that IV for you but I need to finish what I'm working on....can it wait 15 mins?" Good Luck and stay strong.

YES..... Change Change Change!! Always dress professionally for the position you are applying for. I agree with the bringing the notes. It shows you have given thoughtful consideration to areas of opportunity on your unit. I would suggest reaching out to the person that got the job before you. They landed the job previously, they may have some insite into what your manager is specifically looking for. Know your metrics, know how your unit is measured. SCIP / CAUTI /CLABSI etc and be able to speak to them. Employee engagement and accountability are very difficult things to balance, know how you will handle it. Speak to what you have done in the department up until now to prove you are a leader/informal leader. Good Luck and keep us informed

I agree 100% with QuiltDog. It's worth it to stay for the year and get the experience otherwise you'll have to explain the short duration in future leadership interviews. I am at almost a year as an ANM and there have been many times I've wanted to retreat back to my secure staff nurse position. I have found to look at the positives. I have an amazing mentor as my Boss that is supportive and nurturing. My advise. Stick it out for the year. Learn everything you can from all those around you. Get experience with the managerial aspect of the position. Take on as as many opportunities to be involved that your obligations allow. I have taken on the responsibility of NPC sponsor. I offer to lead staff meetings. I suck it up and present the unit patient satisfaction scores even when they're not pretty. If your organization allows for additional training. I have been through significant leadership onboarding.