nursing leadership fellowship · the fellowship will begin in july, 2015, and continue one year...

CHILDREN ’S HOSPITAL OF P ITTSBURGH OF UPMC

Nursing Leadership Fellowship

Fellow Workbook FY2016

2

Nu

rsin

g L

ead

ers

hip

F

ell

ow

ship

F

ello

w W

ork

bo

ok

F

Y20

16

3


Nursing Leadership Fellowship Fellow Workbook Table of Contents

Section 1: Introduction to the Nursing Leadership Fellowship Program Overview

Fellow Workbook Utilization

Section 2: Fellowship Planning and Orientation Pre-fellowship Course Work

Program Expectations

Timeline and Calendars

Enrichment Experiences

Role of the Advisor

Section 3: First Quarter Curriculum

Communication and Relationship-Building

Knowledge of the Health Care Environment

Leadership Skills

Professionalism

Business Skills, Financials, and Human Resources Management

Section 4: Second Quarter Curriculum



Leadership Skills

Professionalism


Section 5: Third Quarter Curriculum



Leadership Skills

Professionalism


Section 6: Fourth Quarter Curriculum



Leadership Skills

Professionalism


4


Nursing Leadership Fellowship Fellow Workbook Table of Contents

Bibliography

Didactic Classroom Schedules

Appendices: Forms Goal Setting

Advisor Progress Report

Fellowship Shadowing Report

Fellow Journaling Pages

Enrichment Experience

Articles/References Nursing Professional Organizations Listing

AONE Nurse Executive Competencies

Journal Club Articles

Classroom Handouts

5


Introduction to the Nursing Leadership Fellowship Section 1

The purpose of the development, implementation, and evaluation of a

Nursing Leadership Fellowship is to provide a learning opportunity for

formal and informal leaders to develop their transformational leader-

ship characteristics. Objectives of the fellowship are to increase the

knowledge of transformational leadership characteristics and develop

leaders’ style as transformational. Through transformational leadership

education and behavior development, leaders will improve the safety of

the work environment for staff and patients.

Contained in This Section: Program Overview


6


Introduction to the Nursing Leadership Fellowship Section 1 Program Overview

Program Overview

The concept of transformational leadership is multifaceted. Transformational

leadership is described as a leadership style with a proactive approach to

management categorized by a vision for the future (Murphy, 2005). With a

charismatic approach, leaders motivate and encourage followers to achieve

organizational goals through individual consideration, intellectual stimula-

tion, and effective communication (Murphy, 2005). Transformational leader-

ship provides a framework for leaders to further develop their own

knowledge and ability to lead through staff commitment, engagement, and a

positive work environment. Environments rich in transformational leader-

ship possess leaders that motive and energize their staff to engage in mutual

goals, shared visions, and establish an empowering culture of personal values

and mutual respect (Murphy, 2005). Within transformational leadership,

leaders move their followers past their own interest towards a shared vision

and goal (McGuire & Kennerly, 2006). Murphy (2005) acknowledges,

“Leadership is subject to many interpretations” (p.131). Within nursing, Por-

ter-O’Grady (1992) defined a transformational leader as “one who can take

the concepts of change and human relationships and apply them to change

circumstances, both to evaluate the condition and process and to facilitate the

movement of the change along a clearly understood and confined continu-

um” (p. 19). Transformational leadership is routed in a “mutual relationship

between leader and follower” (Welford, 2002, p.9).

An evidence-based practice (EBP) fellowship has been developed after a lit-

erature review revealed that new leaders are not prepared, adequately educat-

ed, or developed to manage constant change, think systematically, or assem-

ble resources through team building and goal setting (Mahaffey, Kaplan, &

Triolo, 1998; DeCampli, Kirby, & Baldwin, 2010; Sherrod, McKesson, &

Mumford, 2010). A need was identified to support nurse leader development

through mentorship, education, training, precepting, and orientation (Wolf,

Bradle, & Nelson, 2005; Riggio & Lee, 2007; Gardner, 2010). Current and

future nursing leaders must develop the skills, decision-making ability, and

vision to create a culture of safety through nurse empowerment. The purpose

of the development, implementation, and evaluation of a Nursing

7



Leadership Fellowship is to provide a learning opportunity for formal and in-

formal leaders to develop their transformational leadership characteristics.

Objectives of the fellowship are to increase the knowledge of transformation-

al leadership characteristics and develop leaders’ style as transformational.

Through transformational leadership education and behavior development,

leaders will improve the safety of the work environment for staff and pa-

tients.

The fellowship will begin in July 2015, with the identified fellowship partici-

pants. During the initial phase or first months weeks of the program, educa-

tion regarding leadership styles, characteristics, and behaviors will be taught

through a didactic format with the use of PowerPoint presentations and work-

book activities. Fellows will identify goals and be paired with an advisor for

additional leadership mentoring and experience opportunities.

The second phase of the fellowship will begin in September, 2015, and con-

tinue until June, 2016. During this phase of the fellowship, fellows will par-

ticipate in one eight-hour didactic education session per month. In addition

to classroom lectures, each month the fellows will engage in one eight-hour

leadership shadowing experience and at least one leadership activity quarter-

ly.

Each participant will be expected to commit a minimum of 16 hours to phase

one of the fellowship and 288 hours to phase two of the fellowship. Hours

dedicated to participation in the fellowship will be included within the indi-

vidual’s scheduled work time.

8



Fellowship Course Work

The fellowship will begin in July, 2015, and continue one year until June,

2016. During the fellowship, fellows will participate in one eight-hour di-

dactic education session per month. Education regarding leadership styles,

characteristics, and behaviors will taught through an interactive lecture for-

mat incorporating the use of PowerPoint presentations and workbook activi-

ties. In addition to classroom lectures, each month the fellows will engage in

one eight-hour leadership shadowing experience with their assigned advisor

or another leader as arranged. The fellow will shadow a leader within the or-

ganization to observe leadership styles, characteristics, and behaviors. Dur-

ing each eight-hour shadow experience, the fellow will complete journaling

and goal setting activities. Each quarter during the fellowship, the fellow

will be required to participate in at least one leadership activity to enrich the

learning experience.

9


Introduction to the Nursing Leadership Fellowship Section 1 Fellow Workbook Utilization


The workbook is designed as a guide for the fellow to build upon a founda-

tion of leadership skills. The workbook is divided into quarterly sections to

facilitate learning, development, and experiences based on the focus of the

curriculum. Each quarter will focus on specific skills related to each of the

five nurse executive competencies as defined by the American Organization

of Nurse Executives (AONE).

Curriculum materials, resource articles, interactive activities, and supple-

mental materials are included within the workbook. Calendars, didactic

classroom schedules, journal club articles, and advisor resources are also pre-

sented within the document. The appendices provides additional tools and

resources for the fellows to utilize.

10



First Quarter Communication and Relationship-Building

- Effective Communication

- Generational Diversity


- Clinical Practice

- Understanding Governance

- Patient Care Delivery Models and Work Design Knowledge

Leadership Skills

- Foundational Thinking Skills

- Personal Journey Discipline

Professionalism

- Active Membership in Professional Organizations

- Personal and Professional Accountability


- Financial Basics: Budget Fundamentals and Productivity

Second Quarter Communication and Relationship-Building

- Delegation

- Shared-Decision Making


- Knowledge of Risk Management

- Knowledge of Quality Improvement and Metrics

- Patient Safety

Leadership Skills

- Systems Thinking

Professionalism

- Evidence-based Clinical and Management Practice

- Ethics (Personal vs. Organizational)


- Monthly Financial Analysis

- Virtual Unit Exercise

- Performance Management and Progressive Discipline

11



Third Quarter Communication and Relationship-Building

- Medical Staff Relations

- Diversity and Horizontal Violence


- Utilization of Case Management

- Outcome Measurement

- Evidence-Based Practice

Leadership Skills

- Succession Planning

Professionalism

- Advocacy for the Clinical Enterprise and for Nursing Practice


- Budget Preparation (Operations and Capital)

- Nursing Informatics

- Difficult Decisions

Fourth Quarter Communication and Relationship-Building

- Community Involvement

- Academic Relationships


- Policy Knowledge

- Health Care Economics

Leadership Skills

- Change Management

Professionalism

- Career Planning


- Strategic Financial Management

- Data Warehouse

- Interviewing Skills

12


Fellowship Planning and Orientation Section 2

Fellowship Planning and Orientation

This section of the workbook will provide an overview of the

pre-fellowship course work, the expectations of participation

in the fellowship program, and identification of the role of the

advisor.

Contained in this Section: Program Expectations

- Fellowship Curriculum Overview

- Fellowship Calendar

- Fellowship Experiences

Role of the Advisor

- Set Fellowship Goals

- Identification and Introduction of Advisors

13


Fellowship Planning and Orientation Section 2 Program Expectations

Program Purpose and Desired Outcomes

Current and future nursing leaders must develop the skills, decision-making

ability, and vision to create a culture of safety through nurse empowerment.

The purpose of the development, implementation, and evaluation of a nurs-

ing administrative fellowship is to provide a learning opportunity for nurse

leaders in formal and informal positions to develop their transformational

leadership characteristics and behaviors. Objectives of the fellowship are to

increase the knowledge of transformational leadership characteristics and de-

velop leaders’ style as transformational. Through transformational leadership

education and behavior development, leaders will improve the safety of the

work environment for staff and patients. Through participation in the fellow-

ship, fellows will increase their knowledge of transformational leadership

characteristics and begin to transform their own leadership style.

Fellowship Curriculum Overview

A nursing leadership fellowship designed to provide knowledge and skills for

becoming a transformational leader will be implemented in a large urban aca-

demic medical center specializing in the care of the pediatric patient popula-

tion. Leadership style identification, transformational leadership characteris-

tics, and methods to become a transformational leader will be taught to nurs-

ing leaders who are enrolled in the fellowship. The basis of course content

implemented within the fellowship will utilize the American Organization of

Nurse Executive (AONE) nurse executive competencies, transformational

leadership development curriculum, and outcomes data literature (Bass,

Avolio, Jung, & Berson, 2003; American Organization of Nurse Executives

[AONE], 2005; Kearney & Gerbert, 2009; Taylor, Greene, & Filerman,

2010). Seminars, leadership training sessions, and complementary educa-

tional opportunities will be incorporated into the nursing administrative fel-

lowship. The fellowship will include web-based education opportunities to

supplement the didactic educational sessions (Bellack & Morjikian, 2005).

In addition to education, a mentor component and enhancement experiences

will be incorporated (Bellack & Morjikian, 2005). The

14



fellowship will integrate educational and supportive activities to develop

leaders’ transformational characteristics that support empowering care envi-

ronments. The development of a nursing administrative fellowship is sup-

ported through evidence demonstrating educated and developed leaders cre-

ate empowering care environments and a work culture that leads to positive

patient safety outcomes.

Development of the nursing leadership fellowship will be based on core com-

petencies determined by the AONE for nurse executives and the organiza-

tional and health system nurse leader competencies (Morjikian & Bellack,

2005; Bellack & Morjikian, 2005; AONE, 2005; Fralic & Morjikian, 2006).

Education is an important component to provide to the group of fellows

(Mahaffey et al., 1998; Morjikian & Bellack, 2005; Bellack & Morjikian,

2005). Education will involve a variety of topics and methods to assist lead-

ers in becoming transformational leaders to foster environments rich in staff

empowerment (Armstrong & Laschinger, 2005; McGuire & Kennerly, 2006;

Failla & Stichler, 2008; Armstrong et al., 2009). Through development of

mentor relationships, the fellows will set goals, work towards developing

their transformational leadership behaviors, and participate in enrichment ex-

periences. Enrichment experiences may include supplemental didactic edu-

cation, one-on-one coaching sessions, leadership meeting attendance, or lead-

ership networking sessions. Debriefing and experience analysis will be con-

ducted through fellow-mentor interaction.

15



Timeline Implementation

The fellowship will begin in July, 2015, with fellowship participants. Dur-

ing the initial phase of the program, education regarding leadership styles,

characteristics, and behaviors will be taught through a didactic form with the

use of PowerPoint presentations and the use of on-line education modules.

Fellows will identify goals and be paired with an advisor for additional lead-

ership mentoring and experience opportunities.

The second phase of the fellowship will begin in September, 2015, and con-

tinue until June, 2016. During this phase of the fellowship, fellows will par-

ticipate in one eight-hour didactic education session per month. In addition

to classroom lectures, each month the fellows will engage in one eight-hour

leadership shadowing experience and one two-hour leadership activity quar-

terly.

16



Phase II of the fellowship will begin September, 2015. The second phase is

divided into four quarters each focusing on specific competencies identified

from the AONE nurse executive competencies (AONE, 2005). Phase II will

incorporate one eight-hour didactic education session held the last Friday of

each month with the exception of November and December being the third

Friday of those months. Classes will be held in one of the Nursing Education

department’s classrooms from 7:00 a.m. to 3:30 p.m. In addition to the eight-

hour didactic days, each fellow will spend eight hours shadowing his/her ad-

visor each month or a designated leader. Each advisor will facilitate the

shadowing experiences. Enrichment experiences will be required each quar-

ter. These additional activities are supplemental, educational opportunities

for the participant to further develop their transformational leadership

knowledge and skills. Each fellow will have the ability to select one enrich-

ment experience each month from a list of identified activities. Enrichment

experiences will be tailored to the quarterly course content and the fellow

will have the opportunity to choose the experience in which they have the

most potential to gain knowledge from.

Fellowship Calendar

The 12 month fellowship:

Fiscal year 2016 calendar is divided into quarters.

Each quarter set of calendars identifies the required didactic

days, enrichment experience opportunities, and advisor shadow-

ing time.

17



Fellowship Calendar:

First Quarter

Advisor Planning

Sessions

- Each fellow to meet

with Nursing Adminis-

trative Fellowship

Taskforce Member

(Heather Ambrose) to

set goals for the fellow-

ship and shadowing ex-

perience. Choose one

date/time to meet.

Classroom Didactic

Education 7:00am-3:30pm

Enrichment

Experiences Choose 1/quarter 1. Attend Unit Direc-

tor meeting.

2. Attend Senior Nurs-

ing Leadership

meeting.

3. Attend Patient Care

Leadership Council

meeting.

Sun Mon Tue Wed Thu Fri Sat

1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30

September 2015


1

2 3 4 5 6 7 8

9 10 11 12 13 14 15

16 17 18 19 20 21 22

23/30 24/31 25 26 27 28 29

August 2015


1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30 31

July 2015

18




Second Quarter

Classroom Didactic


Advisor Shadowing

Time 8 hours/month

Enrichment

Experiences Choose 1/quarter 1. Attend two meet-

ings: one that con-

sists of all peers and

one that is interdis-

ciplinary and ana-

lyze the forms of

communication dis-

played and present

to fellowship group.

2. Attend system-wide

Practice Council

meeting

3. Attend a Profession-

al Organization

Meeting


1 2 3

4 5 6 7 8 9 10

11 12 13 14 15 16 17

18 19 20 21 22 23 24

25 26 27 28 29 30 31

October 2015


1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30

November 2015


1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 31

December 2015

19




Third Quarter

Classroom Didactic


Advisor Shadowing

Time 8 hours/month

Enrichment

Experiences Choose 1/quarter 1. Participate in Pa-

tient Safety Rounds

on unit and attend

Executive Rounds

Oversight Commit-

tee

2. Attend Nursing

Quality Council

meeting

3. Attend and partici-

pate in multidisci-

plinary rounds on

the unit

4. Review a resume

and design inter-

view questions for

an RN

5. Participate in budg-

et meetings with

Advisor


1 2

3 4 5 6 7 8 9

10 11 12 13 14 15 16

17 18 19 20 21 22 23

24/31 25 26 27 28 29 30

January 2016


1 2 3 4 5 6

7 8 9 10 11 12 13

14 15 16 17 18 19 20

21 22 23 24 25 26 27

28 29

February 2016


1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 31

March 2016

20




Fourth Quarter

Classroom Didactic


Advisor Shadowing

Time 8 hours/month

Enrichment

Experiences Choose 1/quarter

1. Interview/shadow

leadership in an am-

bulatory setting

2. Participate in com-

munity service ac-

tivity

3. Review one current

legislative issue on

Advisory Board

website and be pre-

pared to discuss it.

4. Attend a Critical

Care Ethics Meeting

5. Participate in com-

munity service

6. Attend informatics

council meeting

7. Attend Data Ware-

house steering or

champions meeting


1 2

3 4 5 6 7 8 9

10 11 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

April 2016


1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30 31

May 2016


1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30

June 2016

21



Fellowship Enrichment Experiences

Fellows will be required to participate in a number of Fellowship Enrichment

Experiences throughout the program. Enrichment experiences may include

supplemental didactic education, one-on-one coaching sessions, leadership

meeting attendance, or leadership networking sessions. Participation in fel-

lowship enrichment experiences provides additional opportunities to encoun-

ter leadership knowledge, application, and comprehension. Enrichment ex-

periences are designed to supplement the material outlined each quarter

based on the core curriculum for nurse executive competencies as outlined by

the American Organization of Nurse Executives (AONE).

Fellows must participate in at least one enrichment experience each quarter.

Enrichment activities are designed to enhance the education being taught

during the didactic sessions. An example list of potential enrichment experi-

ences is listed for each quarter for the fellows to choose from. Fellows may

choose other opportunities as they present themselves. Each fellow will en-

ter the nursing administrative fellowship at a different level of leadership ex-

perience; therefore, fellows will be encouraged to participate in the enrich-

ment experience that offers them the most potential personal gain. At the

conclusion of each enrichment experience, the fellow will be expected to dis-

cuss the activity with their advisor and/or the fellowship cohort.

22


Fellowship Planning and Orientation Section 2 Role of the Advisor

Role of the Advisor

The role of the advisor is critical to the success and growth of the fellow.

Identifying advisor, exploring the expectation of that experience, and defin-

ing what the fellow hopes to learn from the advisor are vital components of

the fellowship learning experience (Morjikian & Bellack, 2005). The advisor

is encouraged to support the fellow through various methods including: act-

ing as a sounding board for ideas, expanding the fellow’s professional net-

working system, assisting with the identification of supplementary training

opportunities, clarifying long-term professional goals, and advocating on the

behalf of the fellow (Morjikian & Bellack, 2005). The role of the advisor is

designed to enable nurse leadership to become more effective in “solving

some of the major challenges facing today’s healthcare system” (Morjikian &

Bellack, 2005, p. 432).

Set Fellowship Goals

Through development of an advisor/fellow relationships, the fellows will set

goals, work towards developing their transformational leadership behaviors,

and participate in enrichment experiences. Advisors will assist the fellows in

goal development. Debriefing and experience analysis will be conducted

through fellow-mentor interaction.

Identification and Introduction of Advisors

Advisors utilized within the program may include Vice Presidents, Clinical

Directors, Unit Directors, supervisors, Nurse Educators, Advance Practice

Nurses, or other organizational leaders. During the first week of the pre-

fellowship coursework, each fellow will meet individually with the project

leader to complete a goals form and discuss potential advisors.

The fellows’ goals will be reviewed by the nursing administrative fellowship

taskforce and advisors identified. The advisor will be notified and meet with

the fellow during the month of July.

23


First Quarter Curriculum Section 3

First Quarter Curriculum

Contained in this Section: Communication and Relationship-Building

- Effective Communication

- Generational Diversity


- Clinical Practice

- Understanding Governance

- Patient Care Delivery Models and Work Design Knowledge

Leadership Skills

- Foundational Thinking Skills

- Personal Journey Discipline

Professionalism

- Active Membership in Professional Organizations

- Personal and Professional Accountability


- Financial Basics: Budget Fundamentals and Productivity

24


First Quarter Curriculum Section 3 Communication and Relationship Building

Communication and Relationship Building The focus of this quarter will include an overview of effective communica-

tion and generational diversity.

Expected Outcomes: 1. Nursing Administrative Fellow will have basic knowledge of effective

communication.

2. Nursing Administrative Fellow will be able to identify positive and nega-

tive forms of communication.

3. Nursing Administrative Fellow will be to define generational diversity and

identify all four groups.

Enrichment Experience Opportunities:

1. Nursing Administrative Fellow will attend two meetings: one that con-

sists of all peers and one that is interdisciplinary and analyze the forms of

communication displayed and present to fellowship group.

2. Nursing Administrative Fellow will analyze the generational diversity of

their own department and present to their peers.

Journal Articles: Hart, S. M. (2006). Generational diversity: Impact on recruitment and retention of regis-

tered nurses. Journal of Nursing Administration, 36(1), 10-12.

Saccomano, S. J., & Pinto-Zipp, G. (2011). Registered nurse leadership style and confi-

dence in delegation. Journal of Nursing Management, 19(4), 522-533.

25


First Quarter Curriculum Section 3 Knowledge of the Health Care Environment

Knowledge of the Health Care Environment The focus of this quarter will include an overview of clinical practice, under-

standing governance, patient care delivery models, and work design

knowledge.

Expected Outcomes: 1. Nursing Administrative Fellow will have an improved understanding of

the policy development and review process in relation to clinical practice.

2. Nursing Administrative Fellow will increase understanding of shared gov-

ernance through participation in unit-based and hospital practice councils.

3. Nursing Administrative Fellow will be able to articulate the importance of

patient/family involvement in care.

Didactic Education:

Family Centered Care at Children’s Hospital of Pittsburgh of UPMC

Policy and Procedure Process

Shared Governance

The Advisory Board company presentation of The Family as Patient Care

Partner. (Laptops)


Attend system-wide Practice Council meeting with Sandra Fleck.

Attend CHP Family Forum meeting.

Journal Articles: Long, L. E., Burkett, K., & McGee S. (2009). Promotion of safe outcomes: Incorporating

evidence into policies and procedures. Nursing Clinics of North America, 44(1), 57-70.

Moore, S. C., & Wells, N. J. (2010). Staff nurses lead the way for improvement to shared

governance structure. The Journal of Nursing Administration, 40(11), 477-482.

26


First Quarter Curriculum Section 3 Leadership Skills

Leadership Skills The focus of this quarter will include an overview of foundational thinking

and personal journey discipline.

Expected Outcomes: 1. Nursing Administrative Fellow will describe foundational thinking skills

2. Nursing Administrative Fellow will identify the concept of a personal

journey and begin to journal their personal journey.

Didactic Education:

Foundational Thinking Skills

Emotional Intelligence– lecture and self test (Laptops)

Exercises and Self evaluation for emotional intelligence Self-awareness – The ability to recognize your own emotions and how they affect your

thoughts and behavior, know your strengths and weaknesses, and have self-confidence.

Self-management – The ability to control impulsive feelings and behaviors, manage

your emotions in healthy ways, take initiative, follow through on commitments, and

adapt to changing circumstances.

Social awareness – The ability to understand the emotions, needs, and concerns of oth-

er people, pick up on emotional cues, feel comfortable socially, and recognize the pow-

er dynamics in a group or organization.

Relationship management – The ability to develop and maintain good relationships,

communicate clearly, inspire and influence others, work well in a team, and manage

conflict.


Journal—gain insight into personal journey (appendix workbook pg)

Journal Article: Vitello-Cicciu, J. M. (2002). Exploring emotional intelligence: Implications for nursing

leaders. Journal of Nursing Administration, 32(4), 203-210.

27


First Quarter Curriculum Section 3 Professionalism

Professionalism The focus of this quarter will include an overview of active membership in

professional organizations and personal/professional accountability.

Expected Outcomes: 1. Nursing Administrative Fellow will identify at least one positive outcome

of active membership in professional organizations.

2. Nursing Administrative Fellow will describe one example of personal and

professional accountability. 3. Nursing Administrative Fellow will identify personal and business ethics.

Didactic Education:

Identify patient rights and responsibilities

Identify ethics committee roles, structure and function

Identify consequences of unethical actions

Understand organizational business and personal ethics

Understand conflicts of interest

Identify professional standards and codes of ethical behavior

Code of Conduct

Demonstrate balance of professional and personal pursuits

Professional Organizations


Attend a Professional Organization Meeting

Journal Articles: Elchos, S. (2020). Is it ethical? You decide. Nursing Management, 18-21.

Romano, C. (2011). Guide to nursing organizations. Lippincott’s 2011 Nursing Career

Directory.

28


First Quarter Curriculum Section 3 Business Skills, Financials, and Human Resources Management

Business Skills, Financials, and Human Resources Management The focus of this quarter will include an overview of the understanding of

budget fundamentals and productivity.

Expected Outcomes: 1. Nursing Administrative Fellow will identify the financial basics: budget

fundamentals

2. Nursing Administrative Fellow will articulate the financial basics: produc-

tivity.

Didactic Education:

Budget Basics—Terminology

Productivity (laptops)


Productivity exercise

HPPD for own department – develop own staffing plan for unit

Journal Article: Loke, J. C. F. (2001). Leadership behaviours: Effects on job satisfaction, productivity,

and organizational commitment. Journal of Nursing Management, 9(4), 191-204.

29


Second Quarter Curriculum Section 4

Second Quarter Curriculum

Contained in this Section: Second Quarter Overview Communication and Relationship-Building

- Delegation

- Shared-Decision Making


- Knowledge of Risk Management

- Knowledge of Quality Improvement and Metrics

- Patient Safety

Leadership Skills

- Systems Thinking

Professionalism


- Career Building

Business Skills, Financials, and Human Resources Manage-

ment

- Monthly Financial Analysis

- Performance Management and Progressive Discipline

- Virtual Unit Development

30


Second Quarter Curriculum Section 4 Communication and Relationship-Building

Communication and Relationship-Building The focus of this quarter will include an overview of delegation skills and de-

cision-making within a group.

Expected Outcomes: 1. Nursing Leadership Fellow will identify appropriate delegation skills.

2. Nursing Leadership Fellow will have increased knowledge of decision

making within a group.

Didactic Education:

Team Building

What it means to be a member of a team

Delegating for results


Role Play based on positive and negative team membership and delegation

Journal Articles:

Registered Nurses and Delegation by Scott J Saccomano MSN/Pa Nurse

The Nurse’s Etiquette Advantage by Kathleen D. Pagana

31


Second Quarter Curriculum Section 4 Knowledge of the Health Care Environment

Knowledge of the Health Care Environment The focus of this quarter will include an overview of risk management, quali-

ty improvement and metrics and patient safety.

Expected Outcomes: 1. Nursing Leadership Fellow will have an increased knowledge and under-

standing of risk management.

2. Nursing Leadership Fellow will identify and implement one unit-based

quality improvement project.

3. Nursing Leadership Fellow will learn to access and utilize available re-

sources in relation to Patient Safety.

Didactic Education:

Risk Management

Review article on To Err is Human: Building a Safer Health System

Just Culture


Participate in Patient Safety Rounds on unit and attend Executive Rounds

Oversight Committee

Attend Nursing Quality Council meeting

Journal Article:

Looking Beyond the Obvious Causes of Error with post test.

The article is located on the Patient Safety Authority website accessed from

the CHP Patient Safety website.

32


Second Quarter Curriculum Section 4 Leadership Skills

Leadership Skills The focus of this quarter will include an explanation of systems thinking.

Expected Outcomes: 1. Nursing Leadership Fellow will identify ways of building loyalty and

commitment to the organization.

2. Nursing Leadership Fellow will identify how systems thinking has value

in the nursing organization.

3. Nursing Leadership Fellow will consider the impact of nursing decisions

on the health care organization as a whole.

Didactic Education:

Define and differentiate between personal and professional accountability.

Differentiate between autonomy, accountability and responsibility

Identify ways to align personal and organizational conduct with ethical and

professional standards

Be able to discuss the concept of moral residue


Attend Patient Care Leadership Meeting

Journal Article:

ANA Code for Nurses

33


Second Quarter Curriculum Section 4 Professionalism

Professionalism The focus of this quarter will include an overview of succession planning and

career building.

Expected Outcomes: 1. Nursing Leadership Fellow will develop a resume and CV.

2. Nursing Leadership Fellow will identify goals for future career plan-

ning.

Didactic Education:

Develop a CV (Computer Lab)

Resume building

Identify professional norms and behaviors

Explore professional organizations

Conduct self assessments

Network with colleagues

Stay current with professional body of knowledge

Disc Assessment, Myers Briggs


Attend Professional Organization Meeting

Network with Peers (other unit/department/UPMC business unit)

Journal Articles:

www.ncbi.nlm.nih.gov/pubmed/16766913 Leading Tomorrow' s Healthcare

Organizations

journals.lww.com/.../2006/01000/Succession Planning Valuable Process or

Pointless.13.aspx Succession Planning Valuable Process or Point-

less Exercise.

http://www.ncbi.nlm.nih.gov/pubmed/16766913

34


Second Quarter Curriculum Section 4 Business Skills, Financials, and Human Resources Management

Business Skills, Financials, and Human Resources Management The focus of this quarter will include an overview of monthly financial anal-

ysis, performance management and progressive discipline, and participation

in completing a virtual unit.

Expected Outcomes: 1. Nursing Leadership Fellow will participate in a monthly financial analysis

with their advisor.

2. Nursing Leadership Fellow will participate in the virtual unit exercise.

3. Nursing Leadership Fellow will describe performance management and

progressive discipline.

4. Nursing Leadership Fellow will identify common pitfalls experienced as a

nurse leader.

Didactic Education:

Virtual unit exercise (Laptops)

Common pitfall in performance management and progressive discipline

Litigation Landmines


Monthly financial analysis exercise

Complete 2nd virtual unit exercise

35


Third Quarter Curriculum Section 5

Third Quarter Curriculum

Contained in this Section: Third Quarter Overview Communication and Relationship-Building - Diversity and Horizontal Violence

- Cultural Diversity


- Utilization of Case Management

- Outcome Measurement

- Evidence-Based Practice

Leadership Skills


- Change Management

Professionalism

- Advocacy for the Clinical Enterprise and Nursing Practice


- Budget Preparation (Operations and Capital)

- Interviewing Skills

36


Third Quarter Curriculum Section 5 Communication and Relationship-Building

Communication and Relationship-Building The focus of this quarter will include diversity and horizontal violence and an overview of

cultural diversity.

Expected Outcomes: 1. Nursing Leadership Fellow will learn historical background of medical and nursing

education.

2. Nursing Leadership Fellow will have knowledge of physician /nurse relations and how

it impacts patient safety.

3. Nursing Leadership Fellow will define and Discuss Horizontal Violence.

4. Nursing Leadership Fellow will discuss strategies to Improve Collaboration and com-

munication.

5. Nursing Leadership Fellow will define Cultural Diversity and give examples

Didactic Education: Physician Nurse Relationships-Medical Resident Director and Clinical Nursing Director

Horizontal Violence

Cultural Diversity-Guest speaker-UPMC diversity department.

Enrichment Experience Opportunities: Shadow/interview physician for part of their work day.

Role play-crisis management interventions.

Interview both a senior nurse and new graduate nurse about their experience with Hori-

zontal Violence.

Journal Articles: Griffen, M (2004) Teaching cognitive rehearsal as a shield for Lateral Violence: an inter-

vention for newly licensed Nurses. The Journal of Continuing Education in Nursing,35(6),

257-263.

Crucial Conversations Silence Kills (Vital Smarts)

Rosenstein, A. H. (2002). Nurse Physician Relationships: Impact on Nurse Satisfaction

and Retention, American Journal of Nursing, 102(6), 26-35.

37


Third Quarter Curriculum Section 5 Knowledge of the Health Care Environment

Knowledge of the Health Care Environment The focus of this quarter will include an overview of the utilization of case

management, outcome measurement and evidence-based practice.

Expected Outcomes: 1. Nursing Leadership Fellow will have an increased understanding of the

importance of case management

2. Nursing Leadership Fellow will continue to work on unit-based pe-

formance improvement initiative and begin to identify and measure out-

comes.

3. Nursing Leadership Fellow will be able to identify one potential evidence-

based practice project related to their patient population utilizing the OA-

SIS acronym.

Didactic Education:

Utilization of Case Management

Evidence-Based Practice


Attend an Evidence-Based Practice Council Meeting

Attend and participate in multidisciplinary rounds on the unit

Journal Article:

Transforming Health Care from the Inside Out: Advancing Evidence –Based

Practice in the 21st Century

38


Third Quarter Curriculum Section 5 Leadership Skills

Leadership Skills

The focus of this quarter will include succession planning and change man-

agement.

Expected Outcomes: 1. The Nursing LeadershipFellow will identify leadership roles in succession

planning and how to positively support staff in change.

2. The Nursing Leadership Fellow will examine how a conceptual model for

change can guide and evaluate implemented change.

Didactic Education:

Succession Planning


Attend a peer review meeting and identify a common problem may be bene-

ficial in changing practice and increasing quality.

Journal Club Article:

Upenieks, Needleman, Soban, Pearson, Parkerton, & Yee. (2008). The rela-

tionship between the volume and type of transforming care at the bedside in-

novations and changes in nurse vitality. Journal of Nursing Administration,

38(9), 386-394.

39


Third Quarter Curriculum Section 5 Professionalism

Professionalism The focus of this quarter will include an overview of the nurse leader’s role

in advocacy for the clinical enterprise and nursing practice.

Expected Outcomes: 1. Nursing Leadership Fellow will identify one example of how nurse lead-

ers advocate for the clinical enterprise.

2. Nursing Leadership Fellow will identify one example of how nurse lead-

ers advocate for nursing practice.

Didactic Education: RN in a non-clinical role to speak about their role and how their nursing

background influences their position.

Nursing Reform—Legislation


Attend an Evidence-Based Practice Council Meeting

Attend and participate in multidisciplinary rounds on the unit

40


Third Quarter Curriculum Section 5 Business Skills, Financials, and Human Resources Management

Business Skills, Financials, and Human Resources Management The focus of this quarter will include an overview of budget preparation and

interviewing skills.

Expected Outcomes: 1. Nursing Leadership Fellow will participate in the budget preparation

(Operations and Capital) with their advisor.

2. Nursing Leadership Fellow will identify skills to utilize during interview-

ing.

Didactic Education:

Budget Preparation and development

Interviewing Skills


Review a resume and design interview questions for an RN

Participate in budget meetings with Advisor

41


Fourth Quarter Curriculum Section 6

Fourth Quarter Curriculum

Contained in this Section: Fourth Quarter Overview Communication and Relationship-Building

- Community Involvement

- Building Academic Relationships


- Policy Knowledge

- Health Care Economics

Leadership Skills

- Change Management

Professionalism

- Clinical Ethics


- Strategic Financial Management

- Data Warehouse

- Nursing Informatics

42


Fourth Quarter Curriculum Section 6 Communication and Relationship-Building

Communication and Relationship-Building The focus of this quarter will include an overview of community involve-

ment and building academic relationships.

Expected Outcomes: 1. Nursing Leadership Fellow will be able to speak to sources in the commu-

nity that provide partnerships in the continuum of healthcare for our pa-

tients.

2. Nursing Leadership Fellow will define the environment and resources that

both positively and negatively affect healthcare.

3. Nursing Leadership Fellow will have a broader insight into the wellness

continuum outside of the hospital.

Didactic Education:

Injury Prevention

Community Outreach

Academic Relationships-guest speaker


Interview/shadow leadership in an ambulatory setting

Participate in community service activity

43


Fourth Quarter Curriculum Section 6 Knowledge of the Health Care Environment

Knowledge of the Health Care Environment The focus of this quarter will include an overview of policy knowledge and

health care economics.

Expected Outcomes: 1. Nursing Leadership Fellow will discuss one healthcare policy initiative.

2. Nursing Leadership Fellow will have a basic understanding of Health Care

Economics.

Didactic Education:

Health Care Economics

Policy Knowledge

Health Care Reform


Review one current legislative issue on Advisory Board website and be pre-

pared to discuss it.

Journal Article:

The Intended and Unintended Consequences of Health Care Reform

44


Fourth Quarter Curriculum Section 6 Leadership Skills

Leadership Skills The focus of this quarter will include an introduction to change management.

Expected Outcomes: 1. Nursing Leadership Fellow will identify key steps within change manage-

ment.

Didactic Education:

Review CHP current initiatives

45


Fourth Quarter Curriculum Section 6 Professionalism

Professionalism The focus of this quarter will include an overview of clinical ethics.

Expected Outcomes: 1. Nursing Leadership Fellow will identify clinical ethics.

Didactic Education:

Understand cultural and spiritual diversity for patients and staff


Attend a Critical Care Ethics Meeting Participate in community service Attend Swartz Rounds

46


Fourth Quarter Curriculum Section 6 Business Skills, Financials, and Human Resources Management

Business Skills, Financials, and Human Resources Management The focus of this quarter will include an overview of strategic financial man-

agement, data warehouse, and nursing informatics.

Expected Outcomes: 1. Nursing Leadership Fellow will verbalize an understanding of strategic

financial management.

2. Nursing Leadership Fellow will identify potential benefits to nurse leaders

of the information available through the data warehouse.

3. Nursing Leadership Fellow will describe nursing informatics.

Didactic Education:

Strategic Financial Management

Data Warehouse

Nursing Clinical Informatics


Attend informatics council meeting

Attend Data Warehouse steering or champions meeting

47


Bibliography

The development of a nursing leadership fellowship was supported

through evidence demonstrating educated and developed leaders create

empowering care environments and a work culture that leads to posi-

tive patient safety outcomes.

Contained in This Section: Bibliography

48


Bibliography

Aiken, L. H., Clarke, S. P., Sloane, D. M., Lake, E. T., & Cheney, T. (2008). Effects of

hospital care environment on patient mortality and nurse outcomes. Journal of

Nursing Administration, 38(5), 223-229. doi:10.1097/01.NNA.0000312773.42352.d7

American Nurses Credentialing Center (ANCC). (2009). Application manual: Magnet

recognition program. Silver Spring, MD: Commission on Magnet.

American Nurses Credentialing Center (ANCC). (2010). Find a Magnet facility.

Retrieved from http://nursecredentialing.org/Magnet/FindaMagnetFacility.aspx

Antonakis, J., Avolio, B. J., & Sivasubramaniam, N. (2003). Context and leadership: an

examination of the nine-factor full-range leadership theory using the Multifactor Leader-

ship Questionnaire. The Leadership Quarterly, 14, 261-295. doi: 10.1016/S1048-9843

(03)00030-4

Armstrong, K. J. & Laschinger, H. (2005). Structural empowerment, Magnet hospital

characteristics, and patient safety culture: Making the link. Journal of Nursing

Care Quality, 21(2), 124-132.

Armstrong, K., Laschinger, H., & Wong, C. (2009). Workplace empowerment and Magnet hospital characteristics as predictors of patient safety climate. Journal of Nursing

Quality Care, 24(1), 55-62. doi:10.1097/NCQ.0b013e31818f5506

Avolio, B. J., Bass, B. M., & Jung, D. I. (1999). Re-examining the components of

transformational and transactional leadership using the Multifactor Leadership Question-

naire. Journal of Occupational and Organizational Psychology, 72, 441-462.

Bass, B. M. (1985). Leadership and performance beyond expectations. New York, NY:

Free Press.

Bass, B. M., Avolio, B. J., Jung, D. I., & Berson, Y. (2003). Predicting unit performance

by assessing transformational and transactional leadership. Journal of Applied

Psychology, 88(2), 207-218. doi:10.1037/0021-9010.88.2.207

Bellack, J. P. & Morjikian, R. L. (2005). The RWJ executive nurse fellows program, part

2. Journal of Nursing Administration, (35)12, 533-540.

http://nursecredentialing.org/Magnet/FindaMagnetFacility.aspx

49


Bibliography

Brady-Schwartz, D. C. (2005). Further evidence on the magnet recognition program:

Implications for nursing leaders. Journal of Nursing Administration, 35(9), 397-

403.

Children’s Hospital of Pittsburgh of UPMC. (2011). About Children’s. Retrieved from

http://www.chp.edu/CHP/about%20childrens

Comried, L. & Titler, M. G. (n.d.). The Iowa model. PowerPoint presentation utilized

within the Nursing Evidence-Based Practice Fellowship for Children’s Hospital of Pitts-

burgh of UPMC, Pennsylvania.

DeCampli, P., Kirby, K. K., & Baldwin, C. (2010). Beyond the classroom to coaching:

Preparing new nurse managers. Critical Care Nursing Quarterly, 33(2), 132-137.

Failla, K. R. & Stichler, J. F. (2008). Manager and staff perceptions of the manager’s

leadership style. Journal of Nursing Administration, 38(11), 480-487.

Fralic, M. F., & Morjikian, R. L. (2006). The RWJ executive nurse fellows program, part

3. Journal of Nursing Administration, (36)2, 96-102.

Gardner, B. D. (2010). Improve RN retention through transformational leadership

styles. Nursing Management, August, 2008, 8-12.

doi:10.1097/01.NUMA.0000384003.09214.ed

Gowen, C. R., Henagan, S. C., & McFadden, K. L. (2009). Knowledge management as

a mediator for the efficacy of transformational leadership and quality management initiatives in U.S. health care. Heath Care Management REVIEW, April-June 2009, 129-

140.

Havens, D. S. & Johnson, M. A. (2004). Achieving Magnet hospital recognition: Chief

nurse executives and Magnet coordinators tell their stories. Journal of Nursing

Administration, 34(12), 579-588.

Hinkin, T. R. & Schriesheim, C. A. (2008). A theoretical and empirical examination of

the transactional and non-leadership dimensions of the Multifactor Leadership Question-

naire (MLQ). The Leadership Quarterly, 19, 501-513. doi: 10.1016/j.leaqua.2008.07.001

Jarski, L. M. (1991). Administrative fellowship: A bridge to success. Journal of Nursing

Administration, 21(3), 28-31.

http://www.chp.edu/CHP/about%20childrens

50


Bibliography

Kanste, O., Miettunen, J., & Kyngas, H. (2006). Psychometric properties of the

Multifactor Leadership Questionnaire among nurses. Journal of Advanced Nursing, 57

(2), 201-212. doi: 10.1111/j.1365-2648.2006.04100.x

Kearney, E. & Gebert, D. (2009). Managing diversity and enhancing team outcomes: The promise of transformational leadership. Journal of Applied Psychology, 94(1), 77-

89. doi:10.1037/a0013077

Laschinger, H. K., & Leiter, M. P. (2009). The impact of nursing work environments on

patient safety outcomes. Journal of Nursing Administration, 36(5), 259-267.

Leach, L.S. (2005). Nurse executive transformational leadership and organizational

commitment. Journal of Nursing Administration, 35(5), 228-237.

MacMillan-Finlayson, S. (2010). Competency development for nurse executives:

Meeting the challenge. Journal of Nursing Administration, 40(6), 254-257.

Mahaffey, T. L., Kaplan, T., & Triolo, P. K. (1998). A nursing fellowship: Building

leadership skills. Nursing Management, 29(3), 30-32.

McGuire, E. & Kennerly, S. M. (2006). Nurse managers as transformational and

transactional leaders. Nursing Economics, 24(4), 179-185.

Melnyk, B. M., & Fineout-Overholt, E. (2011). Evidence-based practice in nursing

& healthcare (2nd ed.). Philadelphia, PA: Lippincott Williams & Wilkins.

Mind Garden®. (2009). Multifactor Leadership Questionnaire. Retrieved from

http://www.mindgarden.com/products/mlq.htm

Morjikian, R., & Bellack, J. (2005). The RWJ executive nurse fellows program, part 1.

Journal of Nursing Administration, 35(10), 431-438.

Murphy, L. (2005). Transformational leadership: A cascading chain reaction. Journal

of Nursing Management, (13) 128-136.

National Database of Nursing Quality Indicatorsâ (NDNQIâ). 2010. National Database

of Nursing Quality Indicatorsâ. Retrieved from https://www.nursingquality.org/

Porter-O’Grady, T. (1992). Transformational leadership in an age of chaos. Nursing

Administration Quarterly, 17(1), 17-24.

http://www.mindgarden.com/products/mlq.htm

https://www.nursingquality.org/

51


Bibliography

Riggio, R. E. & Lee, J. (2007). Emotional and interpersonal competencies and leader development. Human Resource Management Review, 17(2007), 418-426. doi:10.01016/

j.hrmr.2007.08.008

Schmalenberg, C. & Kramer, M. (2008). Essentials of a productive nurse work

environment. Nursing Research, 57(1), 2-13.

Shellner, P. (2007). E-learning answers: real-time nurse manager orientation: New curriculum offers nurses instant access to training. Nursing Management, IT Solutions,

September 2007, 10-14.

Sherrod, D., McKesson, T., & Mumford, M. (2010). Are you prepared for data-driven

decision-making? Nursing Management, May 2010, 51-54.

Spinelli, R. J. (2006). The applicability of Bass’s model of transformational,

transactional, and laissez-faire leadership in the hospital administrative

environment. Hospital Topics: Research and Perspectives on Healthcare, 84(2), 11-18.

Stone, P. W., Mooney-Kane, C., Larson, E. L., Horan, T., Glance, L. G., Zwanziger, J., & Dick, A. W. (2007). Nurse working conditions and patient safety outcomes. Medical

Care, 45(6), 571-578.

Taylor, H. A., Greene, B. R., & Filerman, G. L. (2010). A conceptual model for

transformational clinical leadership within primary care group practice. Journal

of Ambulatory Care Manage, 33(2), 97-107.

Titler, M. G., Kleiber, C., Steelman, V., Rakel, B., Budreau, G., Everett, L. Q., Buckwal-

ter, K. C., Tripp-Reimer, T., & Goode C. (2001). The Iowa Model of Evidence-Based

Practice to Promote Quality Care. Critical Care Nursing Clinics of North America, 13

(4),497-509.

University of Iowa Hospitals and Clinics (UIHC). (2010). The IOWA model of evidence-

based practice. Retrieved from http://www.uihealthcare.com/depts/nursing/rqom/

evidencebasedpractice/iowamodel.html

University of Pittsburgh. (n.d.). IRB exempt research. Institutional Review Board. Re-

trieved from http://www.irb.pitt.edu/exempt/edstrat.htm

University of Pittsburgh. (2009). OSIRIS. Institutional Review Board. Retrieved from

http://www.irb.pitt.edu/OSIRIS/

http://www.uihealthcare.com/depts/nursing/rqom/evidencebasedpractice/iowamodel.html

http://www.uihealthcare.com/depts/nursing/rqom/evidencebasedpractice/iowamodel.html

http://www.irb.pitt.edu/exempt/edstrat.htm

http://www.irb.pitt.edu/OSIRIS/

52


Bibliography

Upenieks, V. V. (2003). What constitutes effective leadership? Perceptions of magnet

and nonmagnet nurse leaders. Journal of Nursing Administration, 33(9), 456-467.

Upenieks, V. V. & Sitterding, M. (2008). Achieving Magnet re-designation: A

framework for cultural change. Journal of Nursing Administration, 38(10), 419-

428.

Welford, C. (2002). Transformational leadership in nursing: matching theory to practice.

Nursing Management, 9(4), 7-11.

Wolf, G., Bradle, J., & Nelson, G. (2005). Bridging the strategic leadership gap. Journal

of Nursing Administration, 35(2), 54-60.

Wolf, G., Triolo, P., & Ponte, P. R. (2008). Magnet recognition program: The next

generation. Journal of Nursing Administration, 38(4), 200-208.

53


Didactic Classroom Schedules

The development of the nursing leadership fellowship was based on

core competencies determined by the AONE for nurse executives and

the organizational and health system nurse leader competencies

(Morjikian & Bellack, 2005; Bellack & Morjikian, 2005; AONE,

2005; Fralic & Morjikian, 2006). Education is an important compo-

nent to provide to the group of fellows (Mahaffey et al., 1998; Mor-

jikian & Bellack, 2005; Bellack & Morjikian, 2005). The education

plan involves a variety of topics and methods to assist leaders in be-

coming transformational leaders to foster environments rich in staff

empowerment (Armstrong & Laschinger, 2005; McGuire & Kennerly,

2006; Failla & Stichler, 2008; Armstrong et al., 2009).

Contained in This Section: Didactic Classroom Schedules

54

Nursing Leadership Fellowship Fellowship Coursework:

Classroom:

7:00am—7:45am

55


Appendices

Leadership development is an on-going and continuous process.

Please utilize these resources and materials to further build upon the

foundation built during the Nursing Leadership Fellowship.

Contained in This Section: Forms - Goal Setting

- Advisor Progress Report

- Fellowship Shadowing Report

- Fellow Journaling Pages

- Enrichment Experience

Articles/References

- AONE Nurse Executive Competencies

- Nursing Professional Organizations Listing

- Journal Club Articles

Classroom Handouts

56


Goal Setting Goal-setting is a powerful exercise. When you write down your plans, they have a way of becoming reality. This goal-setting worksheet

will help you define what’s important to you and what you hope to accomplish during the Nursing Leadership Fellowship.

Long-Term Goals (10 years):

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Short-Term Goals (five years):

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Immediate Goals (six months to one year):

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

What’s Most Important?

List your three most important goals:

1. _________________________________________________________________________________

2. _________________________________________________________________________________

3. _________________________________________________________________________________

What Could Get in My Way?

List some obstacles to accomplishing your goals:

___________________________________________________________________________________

___________________________________________________________________________________

What Actions Do I Take to Meet My Goals?

What resources will you need?

___________________________________________________________________________________

___________________________________________________________________________________

How can you overcome obstacles?

___________________________________________________________________________________

___________________________________________________________________________________

Who Can Help Me?

List family members, friends and coworkers who can help

you meet your goals:

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

When Do I Start?

Write down a kickoff date for taking action. Indicate when

you hope to accomplish the goal:

Start Date End Date

_______________________ __________________________

_______________________ __________________________

_______________________ __________________________

_______________________ __________________________

_______________________ __________________________

57


Advisor Progress Report To be completed by the advisor. Instructions: Please complete the following form, list the goal(s) for

the previous month and indicate whether the goal(s) is met each month. In addition, please list any new

goals for the upcoming month.

Last Month’s Goals

Comments on last month’s progress:

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

This Month’s Goals

Shadowing Experience Feedback

Instructions: Utilize this section to provide comments related to leadership growth and development.

Provide suggestions for the fellow to focus on.

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

Fellow Name: Date of Shadowing Experience:

Advisor Name: Date of the Next Shadowing Experience:

Objective Success Metric Goal Date Completed

1 Yes / No

2 Yes / No

3 Yes / No

Objective Success Metric Goal Date

1

2

3

58







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

59







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

60







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

61







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

62







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

63







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

64







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

65







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

66







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

67







_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________





_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1 Yes / No

2 Yes / No

3 Yes / No


1

2

3

68


Fellow Shadowing Report To be completed by the fellow. Instructions: Please complete the following form, list the activities for

the day’s shadowing experience and indicate any new activities for the upcoming shadowing experienc-

es.

Activities Experienced During Today’s Shadowing

Comment on the Activities Attended:

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

Activities the Fellow Would Like to Experience



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________



Activity Contact Person Date of Activity

1

2

3

4

5


1

2

3

69




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

70




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

71




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

72




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

73




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

74




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

75




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

76




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

77




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

78




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

79




es.



_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________




1

2

3

4

5


1

2

3

80


Fellow Journaling Page To be completed by the fellow.

Write about when you could have been a better leader. Identify what you could do differently or

work on to become a better leader.

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Write about a situation when you demonstrated one of the transformational leadership character-

istics.

Intellectual Stimulation, Inspirational Motivation, Individualized Consideration, Idealized Influence

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

81





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

82





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

83





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

84





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

85





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

86





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

87





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

88





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

89





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

90





___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


istics.


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

91


Enrichment Experience To be completed by the fellow. Identify the following components demonstrated during your enrichment

activity.

Leadership Styles

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Unofficial Leaders

___________________________________________________________________________________

___________________________________________________________________________________

How was conflict resolved.

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

What other roles do members take on (dissenter, scapegoat, etc.)

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

How does the leader re-focus the team?

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

How does the leaders’ style match your style? What is “like me,” and what is “not like me?”

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

92



activity.

Leadership Styles

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Unofficial Leaders

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

93



activity.

Leadership Styles

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Unofficial Leaders

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

94



activity.

Leadership Styles

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Unofficial Leaders

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

95



activity.

Leadership Styles

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Unofficial Leaders

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

nursing leadership fellowship · the fellowship will begin in july, 2015, and continue one year...

Documents