One large academic medical center’s Department of Nursing senior leadership team is continually searching for new, innovative ways to assist and inspire nurses at all levels to continue developing transformational leadership skills (Boamah, Laschinger, Wong, & Clarke, 2018; McCleskey, 2014; Shaughnessy, Griffin, Bhattacharya, & Fitzpatrick, 2018) and to match their passion to their career goals (Branden & Sharts-Hopko, 2017; Cope & Murray, 2017; Fray & Sherman, 2017). The current available evidence suggests that leadership knowledge and skills can be improved through training (Cope & Murray, 2017; Lambert, 2016). Therefore, the organization continues to offer an array of structured learning opportunities aimed at developing clinical skills and expertise, enhancing leadership potential, and increasing interest in evidence-based practice (EBP) and research. Program attendees also benefit from the built-in networking time and peer support provided by these programs (Debono et al., 2016).
Approach/Methods: This Magnet®-designated organization developed a transformational framework of programs and opportunities to grow leaders at all levels. The framework focuses on four key areas: clinical skills, leadership, EBP, and research. These developmental areas are supported by six strategies to develop effective nursing teams: programming, skills development, simulation, skills lab, peer support, and online coursework.
Results: Supportive programs include an innovative leadership development academy, an executive leadership academy, a direct care leadership program series (e.g., charge nurse course, preceptor course, staff nurse leadership, accredited nurse residency program for new graduates, experienced nurse fellowship program), participation in the Dartmouth program, and involvement with the American Organization of Nurse Executives and Wharton fellowship programs. Lastly, EBP and research examples include a formal EBP internship program for frontline nurses; a ‘change champions’ cohort for direct care nurses and unit-based nursing leaders; hosting an annual national EBP conference; hosting an advanced, application-oriented EBP program open to local, regional, national, and international attendees; and partnering with local colleges of nursing (Cullen & Titler, 2004; Cullen, Titler, & Rempel, 2011).
Conclusion: Application of these same types of programs can extend beyond academic medical center settings to achieve desired outcomes. This wide array of innovations and strategies can be adapted and implemented in any healthcare organization to help nurses everywhere “grow as leaders at all levels”.