Inside the program: Benefits of coaching

HCPro's Weekly Update on the ANCC Magnet Recognition Program®*, November 29, 2010

It is important that people get feedback and coaching on the positive behaviors they are demonstrating so that their desirable behavior will continue, their confidence will grow, their performance will be enhanced, and they will get their needs met (self-esteem, belonging, self-actualization).

What’s in it for you includes all of those mentioned benefits for your staff along with higher levels of performance, unit goal achievement, and the possible creation of new peer role models for your staff. As your team takes its performance up a notch, you will feel more self-actualized, and you will be able to focus on other operational and strategic goals.

One of the most commonly cited reasons people give for leaving an organization is a lack of feedback and coaching from managers. We don’t like operating in a vacuum and being left alone to struggle through difficult issues, especially those of us who have the added stress of making life and death decisions. Not only does this perceived indifference lead to voluntary turnover (because management “doesn’t care”), but also it does little to thwart collective bargaining efforts. Attorneys who counsel hospital administrators on collective bargaining issues cite that training supervisors and managers on sound management skills is one of the most important preventative measures. They claim that managers who know how to treat staff members with respect, consistency, and fairness, show concern for their well-being, show appreciation, and who can keep lines of communication open will decrease the likelihood of having to entertain a labor issue. Coaching is one way to help prevent turnover and union activity, but shouldn’t be the driving force for doing so. You should coach your staff because it’s the right thing to do, you care, and you want them to be successful.


Source: Lead! Becoming an Effective Coach and Mentor to your Nursing Staff

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