Emerging Nurse Leader

A leadership development blog

Capitalizing on the Strengths of Your Staff

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN An important strategy to engage staff is to know and encourage staff to use their strengths in their work. Investing in strengths can have a huge payback in the level of staff engagement. Gallup research indicates that seven in 10 employees (67%) who strongly agree that their manager focuses on their strengths are engaged in their … [Read more...]

Nurse Engagement Starts with the Leader

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN The other day, a nurse manger talked with me about her unit's Gallup Q12 scores.  They were disappointing.  I asked her to think about her own level of engagement.  She said she had withdrawn from her work because she felt so overwhelmed with her new responsibilities.  We know that engagement starts with the nurse leader coach. … [Read more...]

Confronting Difficult Behavior

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN I recently had a conversation with an Uber driver who told me about an experience with an angry, out of control passenger.  What he described to me was behavior from patients and sometimes staff during my years of working in the Department of Veterans Affairs.  I quickly learned that these interactions were never pleasant but … [Read more...]

Nurse Leaders as Makers

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN These are challenging times for nurse leaders. Healthcare environments are undergoing rapid change requiring their leaders to be both nimble and adaptable. At the same time, the needs of the contemporary nursing workforce have also changed. Gone are the days of command and control leadership when staff were expected to be grateful … [Read more...]

Giving Constructive Performance Feedback

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN In the programs that I teach with nurse leaders, one area that they struggle with is giving performance feedback when it is negative.  They just want their staff to meet their professional expectations. A typical scenario for a young new manager involves a staff member who is repeatedly late to work.  The previous nurse manager may … [Read more...]