Learning Objective 1: Describe characteristics of a Partnership Culture
Learning Objective 2: Discuss impact of partnering infrastructures on leadership development
The Exemplar will describe:
1-Use of structured observation using benchmark measurements, and included sections on phase of development, council design, momentum cycle, evidence of milestones, council work components, and success factors.
2- Competency based performance leadership development that fosters use of engagement concepts and strategic interventions based upon the premise that transformational change is challenging, but having strong committed leaders with a clear vision and long-term view increases the capacity for success (Werner & DeSimone, 2009).
The following three strategies were used by the exemplar:
1-designing a competency based performance criteria development program at the unit level that includes monitoring for incremental change as managers and staff leaders move from transactional to transformational leaders.
2-implementing a monthly Partnership Council workshop curriculum addressing pragmatic, measurable keys for successful team member engagement
3-establishing an annual pulse check re-assessment or evaluation process that drives improvement and accountability to the philosophy and structural supports of a culture of partnership. Implementation of a self-assessment survey focused on accountability, perceived impact on 13 council competencies, rank fourteen Forces of Magnetism, as defined by the American Nurses Credentialing Center (Joint Nursing Practice Commission; Dumpel, H., 2008). Each member of the unit-based shared governance council completed the survey.
Lessons learned from this strategic process and other Council Culture processes will be shared.
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