Emerging Nurse Leader

A leadership development blog

What To Do When Staff Cry

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN A manager recently asked me what she should do when she is trying to give constructive feedback, and the staff member begins crying uncontrollably.  She reported she feels  uncomfortable when this happens, and also perturbed because part of being a professional should entail the ability to accept feedback without an emotional … [Read more...]

Why Follow-Through Matters in Leadership

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN What do you do when a manager does not follow through on actions that you have discussed?  The question came from a director who was becoming increasingly more frustrated with the performance of one of her managers.  The manager commits to actions during meetings, and then routinely does not follow through.  When confronted, she … [Read more...]

Honing Your Executive Presence

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN I am coaching a number of current and/or aspiring Chief Nursing Officers.  As we talk about their goals, a recurring desire is to improve their executive presence. This is an intangible quality in leadership where the leader commands respect with their presence.  It is having the "it" factor.  This qualitiy can seem somewhat elusive. … [Read more...]

When Metrics Become Punitive

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN What happens when our performance metrics become punitive? This is unfortunately happening in some healthcare environments. I have recently talked with two nursing directors who are on disciplinary performance plans because of low patient experience scores in some clinical areas under their supervision.  Both feel that there … [Read more...]

Why EQ Matters More than IQ in Leadership

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By Rose O. Sherman, EdD, RN, NEA-BC, FAAN I am coaching a nurse executive who has a dilemma with one of her directors.  The director is in a key leadership role yet has issues relating to others with little insight into how she is perceived.  Her behaviors include complaining about upper management, refusing to take responsibility for her mistakes, and intimidating staff … [Read more...]