HR Pulse - Summer 2008 - (Page 40)

>> DON’T SET UP YOUR MANAGERS TO FAIL with their values, or change their values to make them more consistent with their conduct. It is much easier to describe the problem than to advance solutions. One recommendation is to ask managers to informally negotiate with their immediate supervisor, identifying what activities they would like to engage in less to spend more time on the work unit. Attendance at meetings and membership on committees might be a good place to start. Other strategies might include: TAP INTO FOR YOUR NEXT NURSE LEADER! Recruiting top-notch nurse leaders is more competitive than ever before. Doesn’t it make sense to recruit among the membership of the nation’s leading organization for nurse leaders? 40 HR Pulse Summer 2008 Find high-quality candidates for your nursing leadership positions through the AONE Online Career Center, the most targeted source of nursing leadership jobs. AONE’s membership represents the top levels of nursing leadership, including: Chief Nursing Officer Vice President of Nursing /Patient Care Services Director of Nursing Director of Emergency Services, Critical Care Services and other clinical departments Director of Professional Practice Nurse Manager Nurse Consultant Other nursing leadership professionals And when you advertise your nursing leadership positions on the AONE Online Career Center, you can also search an online database of resumes from qualified individuals looking for positions in nursing leadership. Visit us today and find out about our competitive rates and packages. Then tap into AONE for your next nurse leader! www.aone.org/aone/edandcareer/career_center.html • Training managers to effectively delegate, secure employee input when making decisions, share information and stay engaged with staff in spite of the inherent time constraints • Providing managers more administrative support • Setting realistic deadlines for managers • Reducing project activities for managers • Having managers write reports that are actually read and acted on • Reinforcing a healthy life-work balance. In nursing areas, consider having permanent charge nurses (or lead positions) assigned to day, evening, and night shifts. In particular, employees on the off shifts would beneﬁt from a consistent leadership resource who is trained and competent in performance-management responsibilities. Rotating charge nurses does not meet this need. But your organization also must provide these managers the necessary authority to accompany their responsibilities, or they can become frustrated. In short, your hospital must get real about the role of the middle manager and ﬁrst-line supervisor. Is it primarily a technical and administrative function? Or should the focus be on maintaining positive customer/employee relations and engaging in effective performance management? It would be easy to say the focus should be on both technical/administrative responsibilities and employee relations. But if you have 101 priorities, you have no priorities, because you have no focus. One deﬁnition of leadership is “the effective management of attention.” How do you want managers to spend their time? Your hospital must get its resources, recognition and accountability systems in alignment with what it values. In doing this, you will help your managers to succeed. Michael Cohen is a nationally recognized workshop leader, author, and consultant specializing in leadership and team development, organizational communications, employee relations and conflict management. Visit his Web site, www. michaelhcohenconsulting.com, or contact him at canoepress@yahoo.com. Cohen’s books also are available at the online ASHHRA bookstore, www.ashhra.org. http://www.aone.org/aone/edandcareer/career_center.html http://www.ashhra.org

Table of Contents Feed for the Digital Edition of HR Pulse - Summer 2008

HR Pulse - Summer 2008 Contents Pulse Points Executive Director's Letter President's Message HR Leader Profile: Carol Bank, SPHR Special Report: Building a Thriving Workforce Creating A Best Place to Work Employee Morale Don't Set Up Your Managers to Fail From Tedious Task to Strategic Process Employer-Assisted Housing Changing the Paradigm of Nurse Recruitment Workforce Recognition: Simple Gestures Go a Long way Advertisers' Index

HR Pulse - Summer 2008

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