By Rose O. Sherman, EdD, RN, NEA-BC, FAAN
Staff fear and anxiety continues with no end in sight to COVID-19 and a possible resurgence in many areas. Nurse leaders are struggling for ways to help staff to build resilience during a time of social distancing. The challenge is especially significant with younger nursing staff who have not had as much experience with adversity. Recent data from the CDC paints a bleak picture of the impact that COVID-19 is having on Generation Z. Anxiety and depression have skyrocketed, and 25.5% reported that they have actively contemplated suicide within the last 30 days.
The most useful thing that leaders can do right now is to listen and coach while being mindful that some staff may need mental health services. It is also important to remember that although we are all in the same storm, we are traveling through it in different boats. Some seasoned leaders have told me they feel enraged when a young staff nurse says, “I didn’t sign up for this.” The right response to this is not to argue about the emotions being expressed but rather to be more curious about what is happening in that nurse’s life. Seek first to understand. There is likely so much that you won’t know unless you hear the story. These coaching conversations are draining for leaders but need to take place. Without them, we risk losing some of our younger workforce. Done well, they can be crucible moments in a young nurse’s life.
Coaching to promote resilience begins with asking good questions. If you observe emotional changes or disengagement with a staff member but are not sure where to start, ask what’s on your mind? If a nurse tells you that she is fearful – ask the question – what is the real challenge for you here or what are you most worried about? When a nurse tells you that she or he is very stressed about COVID-19, ask what have you done in similar situations when you have felt stressed or what can we do in the work setting to help reduce your anxiety?
Resiliency strategies are not one size fits all. Some nurses love yoga and meditation, but others don’t. Some will find solace in sharing their experiences with their colleagues. Others have found less screen time to be helpful. When coaching, you may find that some of your staff are not doing enough to promote their resilience, which can lead to the question – what needs to be true that is not true today for you to be less anxious and more resilient? Or what personal changes will you need to make? The failure to take individual action also needs to be pointed out with a question like – what will happen if you do nothing?
In a previous blog, I discussed the power of looking at your circle of influence versus your circle of concern. When coaching staff in a crisis – keep the focus on what is within their sphere of influence. As an example, we can’t control the reality that this is a stressful time. Still, we can learn to manage our behaviors in response to stress – such as nutrition, exercise, sleep, meditation, and maintaining a positive attitude. We also know that we are more resilient when we take actions that benefit others – not only our patients but one another.
Don’t worry about being clumsy in these conversations. The critical element is asking a few good questions and then spend most of the time listening. If the nurse becomes negative or accusatory – stay with the conversation a little longer and say, “tell me more.” This is a time for leaders to listen – staff wants to be heard. Their most effective coping strategies will come from within and not from you.
Don’t let nurse leaders in your organization go without development in 2020. A Coaching Staff to Promote Resilience program is available or schedule your customized Nuts and Bolts of Nursing Leadership Virtual Workshop taught by experts for either new or experienced leaders. Nuts and Bolts Flyer
Read Rose Sherman’s book available now – The Nurse Leader Coach: Become the Boss No One Wants to Leave
© emergingrnleader.com 2020
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