1. AONE Funded Research Study The Nursing Leadership Institute
Building our Nursing Leadership Bench Strength: What will it take to interest Younger Nurses in Nursing Leadership Positions?
AONE Funded Research Study
The Nursing Leadership Institute
Christine E. Lynn College of Nursing
© December 2003

2. The Research Question
What are the factors that influence the decisions of Younger Registered Nurses to consider or reject Nursing Leadership Positions?

3. Background of the Study
“I really worry about who will take our nursing leadership positions when we retire – so few of my younger nurses are interested in Nursing Leadership” – Nurse Manager Interviewed in 2002 NLI Study
Enrollments in Masters Programs designed to prepare Nursing Leaders have steadily declined over the past two decades.
Most Current Nursing Leaders are Baby Boomers – literature suggests upcoming generations have different values and ideas in the workplace with no specific research on nursing leadership.

4. Study Methodology
Designed as a qualitative study using a ConCensus ™ process approach to collecting the themes and factors of importance to participants.
Nine Questions were asked – NLI Advisory Members participated in the design of the questions.
Three Focus Groups were held between June and September of 2003 with 48 Registered Nurses not currently in formal leadership positions born after 1960 who volunteered to participate in the study and signed consents.

5. The ConCensus ™ Process
All Participants have an opportunity to identify the factors in response to each question.
The Process does not begin until all factors considered important by participants in answer to that question have been identified.
Participants vote on the importance of each factor in relation to every other factor identified.
Factors are prioritized in relation to one another after the voting has concluded.

6. Step Two – Factors are Compared against each Other

7. Step 3 – A Summary Matrix is Formed

9. Analysis of the Data
The Findings on each question from the three focus groups were merged and sorted.
Some Factors identified were the same between the three groups and others were similar but slightly different.
The Investigator and the ConCensus ™ facilitators worked together to group the factors into thematic categories.
Every Factor received a 1-10 weight based upon the ranking received by the group. Thematic categories were averaged and sorted from highest to lowest ranking.

10. Demographics of our Study Participants

11. Age of Our Participants
Group #
# Participants
Median Age
Average Age
One 17 36 34
Two 21 31
33.1
Three 10 32
32.3

12. Highest Level of Nursing Education of our Participants
Group #
ADN
Diploma
BSN
MSN
One 7 1 8
Two 10
Three 4 3

13. Years of Experience in Nursing
Group
Median
Average
One 8
7.1
Two 5
6.3
Three
7.5

14. Other Demographics 48 Participants – 4 Male, 44 Females
Leadership as a Long Term Professional Career Goal – 6 Participants (12 ½ % of total Sample)

15. Clinical Areas of Employment
Critical Care – 12
Cath Lab – 2
ER – 4
Oncology – 1
Telemetry – 6
NICU – 1
Med Surg –12
Public Health – 3
OR – 4
Maternal Child – 1
Rehab – 1
Wound Care - 1

16. Healthcare Agencies whose Staff Participated
Bethesda Memorial Hospital
Boca Raton Community Hospital
Holy Cross Hospital
Good Samaritan Hospital
Jackson Memorial Hospital
JFK Medical Center
Jupiter Medical Center

17. Healthcare Agencies whose Staff Participated
Martin Memorial Hospital
Memorial Hospital – Pembroke Pines
Palm Beach County Health Department
Palm Beach Gardens Medical Center
St Lucie Medical Center
VA Medical Center
West Boca Medical Center

18. What are the Major Role Responsibilities of Nursing Leaders Today?
Providing a Safe Environment
Staffing
Supervisor as a Resource to Staff
Motivation
Delegation of Patient Care Responsibilities
6. Educator
7. Providing Mentorship
8. Organizing Unit
9. Outside Liaison
10. Managing Administrative Issues
11. Managing the Budget

20. What Feedback do you hear about Nursing Leadership Positions from Current Nursing Leaders?
Stressful
The Power of Administration
Unrealistic Expectations
Budget Constraints
Lots of Responsibilities
6. Too Much Paperwork
7. Long Hours for not much Money
8. Time Consuming – Work –Life Balance
9. Lack of Support from Peers
10. Lack of Job Security

22. What Incentives would be there for You in a Nursing Leadership Position?
Make a Difference
Personal Growth
Experience
Money
Being a Mentor
Status
Schedule

23. Nursing Leadership Advisory Board – December 4th. 2003

25. What would you fear most about taking a Nursing Leadership Position?
Compensation
Lack of Control
Too much Responsibility
Lack of Support
Work-Life Stresses
Pleasing Everybody
Fear of Failure
Job Security
Loss of Clinical Skills

26. Nursing Leadership Advisory Board – December 4th. 2003

28. What would the Ideal Nursing Role Look Like?
Cohesive Administrative Team
Cohesive, Competent & Available Staff
Better Nurse-Patient Ratios
Ability to Serve as a Mentor to other Nurses
True Power Delegated from Administration
Budget Control
Perks and Compensation
Positive Staff Interactions & Attitudes
Less Pressure

30. What Essential Values are needed to Ground the Practice of Nursing Leadership?
Ethics
Empathy
Trust
Professionalism
Experience
Patience
Education
Respect

32. What Contributions could you make in a Nursing Leadership Role?
Provide Support for Staff
Foster Cooperation
Initiator of Ideas for Change
Be a Good Role Model
Self-Motivated
Provide Vision
Bring my Experience to the Role
Charisma

33. Nursing Leadership Advisory Board – December 4th. 2003

35. What Type of Support would you need to move into a Nursing Leadership Position?
Mentorship
Administrative Support
Education
Self-Confidence
Staff Support
Family Support
Eliminate the Barriers to Moving Up

37. What Qualities would you look for in a Mentor?
Honesty
Trust
Organizational Skills/Competence
Teaching Skills
Supportive
6. Experience
7. Patience
8. Encouraging
9. Access to Resources
10. Education

39. Major Overall Themes
Potential in the Role to make a Difference for Patients and Staff
A Need for True Power in the Role
Compensation and Perks are Important.
Mentoring and Education are critical to a Successful Transition.
Current Messages being sent about Nursing Leadership Positions are not positive.

40. Implications for Growing our Future Nursing Leaders
Our Younger Nurses do see the potential power of Nursing Leaders to have impact on patient care and the work environments of staff.
The Rewards of “Stepping up to the Plate” to Nursing Leadership Positions need to be revisited by organizations.
The Decision Making Power and Control of Nursing Leaders in Organizations and how this is perceived by staff has impact on recruitment to leadership positions.
Younger Nurses see Education & Mentorship as a critical part of a role transition to a Leadership Position.

41. Other Considerations for Nursing Leaders
What Messages do we send in our everyday discussions with staff about the role of Nursing Leaders in our Organization?
Different Generations have different values and these values impact career decisions.

42. Special Thanks
To the American Organization of Nurse Executives for providing the Grant Funding.
To the 48 Wonderful Registered Nurses who came (almost all on their own time) to participate in the groups and share their ideas.
To the Chief Nursing Officers for Encouraging their Nursing Staff to Participate.
To Bob and Cheryl Schwartz of ConCensus ™ for your facilitation, ideas and support throughout this study.

43. For More Information Rose Sherman, EdD, RN, CNAA
The Nursing Leadership Institute
Christine E. Lynn College of Nursing
Phone (561)
The Nursing Leadership Institute – Christine E. Lynn College of Nursing © Copyright 2003