Would you respect a nurse manager whose bedside experience...

Depends how involved they are. When our new manager came, she started doing some things that our previous manager never did, and these things made us really respect her very quickly. This included: frequently coming out to the floor and talking to staff about what patients were currently on the unit, were there any patients we were extra concerned about at this time? etc. Then later on in the shift she would come back around and ask how that patient was doing, or ask general questions about the patients from the mini "report" she got earlier. This meant a lot to us as it showed she really cared and was being aware of the units on the floor. She also offered to call doctors, etc if needed during crises with patients.

Another thing she did was started sending weekly emails, in the emails she would write about any changes/updates (such as.. we are working with the lab to ensure more prompt blood draws for stat blood glucose in newborns. Thank you for bringing this to my attention, and fill out an incident report if it is excessive. Jane Doe has been awarded Emily's 100% temp, congratulations Jane! Next staff meeting November 22. ETC.) She would also usually have something positive to say, which always was nice, such as "we had some letters come in this week of patients extremely happy with their care on our unit. Thanks to everyone for working so hard!" or "I know this week has been very crazy with all the snow storms. Thank you so much to all the staff for their dedication, it truly does not go unnoticed and means so much." She also brought in bags of food/treats and box of coffee before some of the storms last year (we had an insane winter here in eastern Canada).

Another thing, was she made a schedule for people to come and talk with her, and she wanted to hear what staff felt currently were the biggest issues on the unit, and what were some potential solutions to these issues. This really floored me because it showed an active interest in improvement, and not waiting till things got bad enough to feel you "had to go to the manager" over it, but being proactive and asking for the issues herself.

I believe she does have experience in our area years ago, but these things mean much more to me personally. Getting really involved, showing appreciation, and being available for concerns,etc.

And of course, learn as much as you can about the area you will be going to :) Hope this helps

Depends how involved they are. When our new manager came, she started doing some things that our previous manager never did, and these things made us really respect her very quickly. This included: frequently coming out to the floor and talking to staff about what patients were currently on the unit, were there any patients we were extra concerned about at this time? etc. Then later on in the shift she would come back around and ask how that patient was doing, or ask general questions about the patients from the mini "report" she got earlier. This meant a lot to us as it showed she really cared and was being aware of the units on the floor. She also offered to call doctors, etc if needed during crises with patients.

Another thing she did was started sending weekly emails, in the emails she would write about any changes/updates (such as.. we are working with the lab to ensure more prompt blood draws for stat blood glucose in newborns. Thank you for bringing this to my attention, and fill out an incident report if it is excessive. Jane Doe has been awarded Emily's 100% temp, congratulations Jane! Next staff meeting November 22. ETC.) She would also usually have something positive to say, which always was nice, such as "we had some letters come in this week of patients extremely happy with their care on our unit. Thanks to everyone for working so hard!" or "I know this week has been very crazy with all the snow storms. Thank you so much to all the staff for their dedication, it truly does not go unnoticed and means so much." She also brought in bags of food/treats and box of coffee before some of the storms last year (we had an insane winter here in eastern Canada).

Another thing, was she made a schedule for people to come and talk with her, and she wanted to hear what staff felt currently were the biggest issues on the unit, and what were some potential solutions to these issues. This really floored me because it showed an active interest in improvement, and not waiting till things got bad enough to feel you "had to go to the manager" over it, but being proactive and asking for the issues herself.

I believe she does have experience in our area years ago, but these things mean much more to me personally. Getting really involved, showing appreciation, and being available for concerns,etc.

And of course, learn as much as you can about the area you will be going to :) Hope this helps

My former unit manager was this exact type of manager, and it absolutely broke my heart to lose him earlier this month.

Managers could do well to learn from this type of leadership. Nurses feel more respected, more supported, and more engaged. And that makes for better patient outcomes.

Was in a different area of nursing? Managers, do you think you can be an effective leader if your "in the trench" knowledge for that particularly area of nursing is limited?

Actually, I do, because management is rarely about a particular specialty. It's about human beings, how to interact with them, how to best motivate them, willingness to go to bat for the, etc. Perhaps ideally they have experience in that field, but I don't think it's even close to being a deal breaker if they have the "people" part of management down pat.

Thanks, guys. THat was kind of my opinion, but I wanted to know if others felt the same. I'm trying to get to the next step in my career, but opportunities are limited in women's health. A recruiter recently asked me if I would consider other areas, like med/surg. I had honestly never considered it, but now I'm starting to give it some thought.

Our clinical director did not have experience in our area but she came with good management skills and started as an assist director surrounded by those with clinical skills. By the time she promoted to director she learned a lot about our speciality from the position of manager with occasional hands on care and she has done exceptionally well.

I think the key was one she was a quality nurse to begin with and two she had the practical and inherent skills of a manager.

Thanks, guys. THat was kind of my opinion, but I wanted to know if others felt the same. I'm trying to get to the next step in my career, but opportunities are limited in women's health. A recruiter recently asked me if I would consider other areas, like med/surg. I had honestly never considered it, but now I'm starting to give it some thought.

I'd say go for it!

I think managing is more about your people skills, ability to read situations and put your best performers on certain tasks. You need to be able to read strengths and weaknesses (everyone has something they are great at and things they are not so great at) of the people on your team, and then be able to get everyone on board to work as a team to complete what needs done.

Experience in a certain field? Nah I do not think this is a must for a manager. I've seen plenty of horrible managers who have tons of experience in their field. Not everyone is born a leader and not everyone can be trained to be a leader.

OF COURSE I WOULD if she were YOU!!!!

OF COURSE I WOULD if she were YOU!!!!

Awww, thank you!

Yes to all the advice. A good manager of any activity does not need to be the best in that field. A good sports team manager is probably not a great or even good athlete, they know how to get the best performance out of the people they manage. They know who is smart, good, proficient, etc., and and support them so they can perform their job.

Many of the smartest, technically excellent, most experienced, nurses I have worked with have made, or would make, terrible managers.