Interview

1. What is your leadership/ management style?

1. I'd like to develop into more of a Transformational Leader, but currently identify best as a Participative (also called Democratic) Leader.

1. What are the most important values you demonstrate in your role as a nursing administrative supervisor?

I seek to promote positivity among staff by demonstrating encouragement and servant leadership. 

What is the best advice that you have ever received in your professional career?

If you come up against a difficult situation you've never experienced before and don't know the answer or what to do, always choose what's best for the patient, and you'll make the right decision every time. 

What is the one characteristic that you believe every leader should possess?

The ability to always come from a place of "yes". By that I basically mean being open to considering all ideas. It doesn't mean you have to try to implement every idea presented to you, it just means not automatically shooting down an idea right away (coming from a place of "no") and always valuing the input of your team. 

Is there a behavior or trait that you have seen derail leadership careers?

lack of compassion 

What do you do to ensure your own leadership growth and development?

Advancing my professional degrees, maintaining a self-care routine, and keeping up to date via professional journals and podcasts. I also enjoy attending leadership seminars- they are renewing and inspiring!

Continued education (such as a BSN) is highly recommended and encouraged in today’s nursing community environment. Do you feel that nurses should always continue their education? Why or why not?

Yes, I feel nurses should continue their education to promote nursing as a profession. It also fosters lifelong learning and improves patient care. 

What are the major challenges that you currently face in your leadership role?

Two major challenges I currently face are boosting morale (though staffing is improving, patient ratios were so tough for so long that the feeling of being overwhelmed still lingers in the hearts and minds of staff), and working to identify with the needs and desires of different generational groups (current staff spans from Baby Boomers to Generation X to Millennials- and they all have differing needs, values, and desires to feel fulfilled in their work). 

I’m sure you deal with conflict on a daily basis. How do you handle conflict?

I remain calm and diplomatic in the face of conflict. I keep in mind that there is more than one side to any given situation, and try to actively listen and gather all the information I can in order to make the best decision and facilitate a positive outcome for all involved parties. 

In a recent email, LHN’s Interim CEO stated that there have been more than 60 new hires in the network. Have you noticed a positive change in staffing? If so, in what ways? 

I have noticed positive change as evidenced by lower patient ratios reflected in daily staffing grids. Some of this is due to the addition of Agency and Passport Program nurses, and we do seek to get to these better ratios through non-contract employees in the future. 

What advice do you give to nurses going into a leadership position for the first time?

Have confidence, but know your solution isn't always going to be the right answer. Listen earnestly to your team- they are full of great ideas because they are the ones doing the work- then use your judgment, experience, and discretion to come to the best solution/conclusion. 

What is your short-term and long-term vision for the employees under your supervision?

My short-term vision is retention and recruitment of staff members. If we can do that well, it will enable us to achieve the long-term vision of a high level culture that associates are so attracted to that they come to seek out being a part of our team (as opposed to needing to heavily recruit or require use of contract help). My vision of a high level culture is one full of respect, professional collaboration, highly engaged staff, and a lot of "we" language that indicates an openness to and value of everyone's input into how things are run- no matter their position or job description within the organization. 

Any final thoughts/comments related to nursing leadership and management?

It's challenging, sometimes even scary, but people need and want good leaders. Do your best every day, treat your team well, and your patients will be treated well in return!