Shared Governance

Hi,

Does anyone work on a unit that utilizes Shared Governance? If so, how do you like it and how did you get it up and running? Our unit is just beginning to investigate this possibility and we sure would appreciate input from you

Thanks!

Nicunana47

Hello, nicunana,:Melody:

Here is a link for this discussion at Allnurses.com

https://allnurses.com/forums/showthread.php?t=98186&highlight=Shared+Governance

I've worked for a couple of hospitals with assorted variations of shared governance -- with mixed results. Some committees, some individuals, some functions seem better-suited to this model than others.

For example, I have seen it work well in the area of "quality assurance" or "performance improvement" in which groups of staff members identified potential problems, monitored our performance, and worked together to achieve improvements.

However, I have seen it come to a screeching halt when there were unpleasant realities to be faced and tough, painful choices to be made in regards to scheduling. The staff just couldn't bring themselves to support any of the options they could think of because each was unpopular with a signicant portion of the staff. The management had to step in and make the decision after the staff group explored all the options -- and take the heat for having made it.

I've also seen problems with the following issues:

1. getting staff together for meetings

2. getting staff to do "homework" in between committee meetings

3. helping staff develop a perspective beyond their own personal practice and unit

4. finding time to develop expertise within the staff who serve on the various committees so that their participation is more than just "token" participation

5. Keeping all the work going on a daily basis as staff members' time becomes taken up with staffing the unit during busy time. (Even when the hospital gets busy, the work of "running things" needs to continue. Not all projects can be put on hold for long."

6. Having to continually bring new committee members up to speed when there is turnover.

7. Promoting a healthy amount of committee turnover so that younger staff members get the chance to participate and to be groomed for leadership positions in the future.

I have come to prefer a hybrid model ... in which some of the work gets done through shared governance style forums and committees ... but that some of the work gets done by people whose full time jobs are to keep things running smoothly and efficiently. That way, the staff gets to participate in areas in which it works well ... but some of the bigget problems are avoided.

llg