orm_may-2024 - 13

Leadership
Takeaways
* Addressing an employee with a competency or behavior issue is important for the well-being of staff and managers.
* Determining the reason for the issue is an important first step to resolving it.
* Sources of support for managers include colleagues, human resources, and educators.
How to help, Saver
Continued from page 1
Responsibility to patients, staff,
and self
People are at the heart
of competency and
behavioral personnel
matters. Throughout
the remediation process,
" It is important
to understand that the
employee is a human
being, " says Tammy
St raub, MSN,
RN,
APRN, CNOR, administrator
of perioperative services at Lehigh
Valley Health Network in Allentown,
Pennsylvania. " We want to work with
and help them succeed, if possible. "
Straub oversees ORs at 13 hospitals
(including a level 1 trauma center) and
three surgery centers.
That said, the well-being of the problem
employee must be balanced with
the well-being of the staff. " People want
to work in an environment where they
feel safe, confident, welcome, and that
they're in a team environment, " Straub
says. " Keeping people who are not
competent or not emotionally intelligent
affects vacancy rate and turnover. "
The well-being of the
staff also directly impacts
the well-being of
the patients, points out
Kathleen Ulrich, MS,
BSN, RN, NEA-BC, senior
VP for perioperative
services at Tampa General
Hospital. For example,
toxic employees
can make other staff
Kathleen
Ulrich, MS,
BSN, RN,
NEA-BC
fearful to speak up, which in turn can
jeopardize patient safety. " Employees
need to have psychological safety, so
www.ormanager.com
they can share concerns, " she explains.
The responsibility to act can be
stressful to an OR leader, but letting
problems fester can feel even worse. " If
you're not holding people accountable,
you lose your credibility as a leader, "
Straub says.
Tammy
Straub, MSN,
RN, APRN,
CNOR
Holding employees
accountable does not
have to mean letting
them go, which Ulrich
calls " one of the most
difficult things a leader
has to do. " However,
sometimes termination
is the best outcome for
the well-being of the
and options to try in different situations.
" We bounce ideas off each other and
make sure that what we're doing as
leaders is consistent, " she says.
Leadership development
teams provide
a source of support
for Shari Bowen, LTC,
LG(DM), assistant professor
in the department
of behavioral sciences
and leadership at
the United States MiliShari
Bowen,
LTC, LG(DM)
Beth Bozzelli,
MBA, RN,
CNOR, CSSM
rest of the team and the patients, even
if it would leave the OR short-staffed.
" In my experience, staff would rather
work a little bit harder and a little bit
longer if it means they get rid of a toxic
person, " says Beth Bozzelli, MBA, RN,
CNOR, CSSM, vice president, surgical
services for Lifepoint Health in Brentwood,
Tennessee, which runs a network
of integrated care sites including more
than 60 acute-care hospital campuses.
Part two of this article (the next cover
story in this issue) sheds more light on
how to part ways respectfully. However,
managers should exhaust other options
first. When faced with difficult decisions
about remediation and discipline-including
the worst decision-Ulrich has
found that colleagues can provide much
needed support. In some cases, they
also provide solutions.
Support structures
For Ulrich, weekly leadership team
meetings at Tampa General, an organ
transplant center and level 1 trauma
center, provide a forum for discussing
matters such as employee disciplinary
actions. Rather than focusing on a
particular employee, the group shares
approaches that worked well in the past
tary Academy in West Point, New York.
Discussion often turns to topics such
as resilience and the pressure of decision
making. " The other members of
the team act as mentors for you, " she
says.
HR can also act as
strategic consultants for
OR leaders, says Tyler
Carpenter, vice president
of people and talent
at Tampa General
Hospital. At his organization,
HR staff partner
with leaders to help
Tyler
Carpenter
them identify key performance indicators
for their teams and proactively support
performance by setting clear expectations
for their roles aligned with the
goals and values of the organization.
HR staff provide information related to
best practices and resources for leaders
to support people management,
helping leaders in making data-driven
decisions and mitigating possible risks
to the organization related to disciplinary
action.
Looking inward and focusing on
personal development can also help
navigate difficult situations. " If we can
grasp emotional intelligence, it will
help us make better decisions, " Bowen
says. " [Emotional intelligence] begins
with my self-awareness as a leader. "
For example, the emotionally intelliOR
Manager | May 2024
13
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orm_may-2024

Table of Contents for the Digital Edition of orm_may-2024

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https://www.nxtbook.com/accessintelligence/ORManager/orm_february-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_january-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_november-2023
https://www.nxtbook.com/accessintelligence/ORManager/orm_october-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-august-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-july-2023
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https://www.nxtbook.com/accessintelligence/ORManager/or-manager-march-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-february-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-january-2022
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-november-december-2021
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