CMSA Today - Issue 4, 2013 - (Page 30)

CMSA Mentoring Matters Stepping into the “Ruby Slippers” of Mentoring: Transitioning Bedside Nurses into Case Management Careers W e can associate some of our favorite storybook tales with powerful lessons. Take the Wizard of Oz, for example. In this story’s dreamy world, the Yellow Brick Road to the great Emerald City had a defined starting point which began with a first step. Along this illuminated pathway, in this very special journey, the main character Dorothy acquired companions who attained more heart, courage, and brains than they ever thought they could possibly have. It all started with a bump on the head for Dorothy…and the ruby slippers. Mentoring is a similar journey that is a critical, restorative, and necessary pathway to travel on in these times of nursing shortages. Personally, my “bump on the head” took place when escalating nursing shortages, the aging case management field, competitive markets, and overwhelming healthcare industry changes woke me up to a new and colorful landscape. Suddenly, my mission to help lead patient care excellence in case management became hard to sustain. Employee turnover, retirements, family moves, job losses, and insurance and regulation changes required more effort to discover new pathways to supporting those who desire to learn patient-centered case management. Like Dorothy, I suddenly found myself no longer in “Kansas”; a place I knew how to navigate well. Then I found the magical ruby slippers of mentoring. They fit. The ruby slippers in the movie are much more than just a pretty pair of red shoes; they are special and cannot be removed from Dorothy’s feet as long as she is alive. While on her feet, the shoes symbolize power for good, confidence, and strength… and are powerful tools that turn the Land of Oz on its ear. Can we do that for our case management field? We can alter our landscape a bit by preparing for the future, but it will 30 CMSA TODAY take the traits of courage, heart, and brainpower. You can step into those ruby red shoes and make a difference by mentoring others in gaining those traits by supporting growth and development in the field of case management. Like Dorothy, once the shoes are placed on your feet, you are changed – the shoes will never come off. You will truly be a mentor for life. Over the past three years, the Kindred organization has been providing the resources and time to develop and sustain pipeline relationships and transfuse new blood into case management. We have leveraged these efforts through partnerships with universities that graduate the (rarer) Master’s degree in Nursing Case Management nurses. For example, Samuel Merritt University in Oakland, Calif., graduates new registered nurses with little clinical experience, but with high CM theory knowledge. American Sentinel University in Aurora, Colo. graduates more experienced clinical nurses who pursued MSNs in case management. Along the way, we have gained many nursing and social work case management companions who have gravitated to the vision of the Mentorship Program and who have brought year-after-year improvements in our onboarding program. Issue 4 • 2013 • DIGITAL BY WENDY DEVREUGD, RN, BSN, PHN, FNP, CCDS, MBA This year, however, the reality really hit – this is not quite enough to sustain us in a time of case managers exiting from the field for one reason or another. CMSA and many social media blogs – LinkedIn™, among others – have posted many conversations on the desires and frustrations of bedside registered nurses who want to transition into the field of case management but find difficulty in doing so. Certainly there are transferrable credits in education, competencies, and personal characteristics that will successfully transition from a bedside RN to an RN case manager role! However, many RNs complain that they cannot get jobs without experience as a case manager. How do we bridge this chasm? There are several ways we can engage in this mission. CMSA is currently working on the “Career and Knowledge Pathways” approach to education and career development (CMSA Today, Issue 4, 2012, Page 12). For education to successfully respond to the needs of this changing workforce it must work with students to develop their foundation skills and improve their ability to transfer skills from one context to another, think critically, and continuously acquire new knowledge and skills (Baker et al, 2009). The learning modalities will vary; including narrative, social, mentorship, and immersion choices. Partnering with CMSA was an important choice for our organization’s investment, as well as supporting mentorship programs. In the fourth year of its Mentorship Program (2013), Kindred decided to take a different approach by opening up the Onboarding and Mentorship Training

Table of Contents for the Digital Edition of CMSA Today - Issue 4, 2013

2012-2014 President's Letter
Message From CMSA's President-Elect
2011-2012 President's Letter
Association Department
Ready to Launch: An Update on Career and Knowledge Pathways
Collaborative Care Team and the Benefits of Communicating Across Disciplines
View From Capitol Hill
Case Management and the Law
Ethics Casebook
Mentoring Matters
CMSA Corporate Partners
Index of Advertisers

CMSA Today - Issue 4, 2013