Recently, I spent some time reflecting on the idea of promoting a work-life blend as a concept to successfully attract the next generation of nurse leaders. Since then, I have continued to consider what else needs to change for our nurse leaders—not only to attract them but also to ensure success and sustainability for the future.
Nurses frequently land in their first leadership role because they are the best nurses and progress to become the best charge nurses. They are the go-to people for everything, as they always seem to know the answer. Before you know it, they have become managers, and the journey begins.
The challenge is that this new leadership journey often lacks a formal leadership development plan. Without a plan, many new leaders eventually begin to flounder. When this occurs, we see classic signs of leadership challenges, such as poor patient outcomes, declining staff engagement, and turnover. This can lead to leadership transitions, thus continuing the cycle.
If we reflect on this—is it really a sign of poor leadership? Is there truly a shortage of individuals with the skills to be effective leaders, or do we need to look in the mirror and recognize that we have an opportunity to build development systems that ensure our nursing leaders of the future are set up for success?
The potential components of effective development plans are vast and require continual refinement. Today, the focus is on the importance of goals and feedback loops. Goals create a roadmap and bring clarity to our destination. For our leaders, goals are the ultimate guide to success.
Successful Leadership Development Plans Require Formalized Goals
- To achieve success, goals must be defined, tracked, and communicated.
- There must be alignment on goals.
- Ask the question: Are you and your nurse leaders aligned on the goals?
- Can your leader clearly articulate and share the goals with key stakeholders, such as other leaders, physicians, or front-line staff?
For goals to be truly meaningful, there must be no room for guesswork. Consider utilizing SMART goals to create consistency and standardization in measuring progress. SMART goals are Specific, Measurable, Actionable, Realistic, and Timely.
Developing leaders often lack the tools they need to stay focused on top priorities and initiatives. It is easy to become sidetracked by all that is asked of them daily.
Consider Providing Project Management Tools
Approach
- What specific tactics will be used to achieve success?
- How will the goal be accomplished?
Progress to Date
- What has been accomplished thus far?
- Use milestone measurements at set intervals to assess progress and determine if adjustments are needed.
Threats
- It is imperative to identify real or perceived threats to achieving success.
- Identifying threats provides an opportunity to reflect on what is working, what tactics need adjustment, and what barriers may be developing.
- This process allows leaders to learn from mistakes, develop insight, and enhance self-reflection.
Timelines
- Set clear expectations for when goals must be accomplished.
The Importance of Feedback Loops
It is necessary to create structured feedback loops to formalize awareness of progress in leadership development.
Well-constructed feedback loops enable bi-directional communication. These feedback loops must:
- Be routine
- Occur at set intervals
- Include a structured review using project management tools
These meetings are critical. Every effort should be made to avoid cancellations or rescheduling. They provide an opportunity to meet with developing leaders, understand what they need, and engage them through recognition and meaningful feedback.
Looking Toward the Future
As we continue to shape the future of nursing, we must keep a keen eye on our new and future generations of nurse leaders. Ultimately, they will be the foundation of the profession’s future. We must focus on their development now. Utilizing goals and feedback loops is a key strategy in our roadmap to developing a sustainable, successful nursing workforce.
