By Rose O. Sherman, EdD, RN, NEA-BC, FAAN
The Magnet Conference will be held this week in Orlando. Hospitals achieving this designation are notably among the best in the country. Healthy work environments are a core feature. Yet, the truth is that only 8% of hospitals in the US are currently Magnet designated. Many nurse leaders find themselves working in organizations where their executive leadership team sees little value committing to this performance-driven designation. Nurse managers often ask me whether they can truly impact the work environment when they work for an organization where workforce and culture are not priorities. I believe the answer is yes. You can build a cultural oasis in even the most toxic of work environments. I see leaders who are doing this every day. It is a challenge, but it is possible.
The late Dr. Stephen Covey wrote about an important concept which he described as your circle of influence. He urged us to be proactive. “being responsible for our own lives…..our
behavior is a function of our decisions, not our conditions. Proactive people, he wrote, focus on issues within their circle of influence. They work on things they can do something about. The nature of their energy in doing this is positive, enlarging, and magnifying. By doing this, they increase their Circle of Influence
An external force for some managers could be a toxic organizational climate. But managers can choose their response to this. Between the stimulus and the response is your greatest power–you have the freedom to choose your response. Nurse leaders can either accept the organizational culture OR they can choose to try to build a cultural oasis where things are different. Where the work contributions of staff are valued and shared governance is promoted. Where staff accept accountability and strive for quality. Where evidence-based practice is valued. Where there are a different philosophy, values, and behaviors that are visible through leadership role models.
The actions of the organization may be part of a nurse leader’s circle of concern. But, wise managers realize what is under their control and don’t waste energy fighting the negativity at an organizational level. Covey noted that gaining an awareness of the areas in which we expend our energies is a giant step in becoming proactive. The 14 forces of Magnetism can serve as a powerful guide for any manager who wants to change the culture of their unit.
This week we celebrate the organizations that are committed to the magnet journey or have achieved the magnet designation. We should also not forget to celebrate the many nurse leaders who have embraced the philosophy and are quietly working to create their own magnet units or departments.
Read to Lead
Covey, S. (2013 Anniversary Issue). The 7 Habits of Highly Effective People. Simon and Schuster.
Read Rose Sherman’s new book available now – The Nurse Leader Coach: Become the Boss No One Wants to Leave
© emergingrnleader.com 2019
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