Staff Concerns and the CNO
NSG 6620 Week 3 Discussion Question 2: Staff Concerns and the CNO
Often, gossip mills and rumors tend to circulate very quickly throughout healthcare organizations even though everything is supposed to be confidential. Good and bad news travel quickly; one of the greatest challenges the CNO or vice president for patient care services (VPPCS) faces is to control and share information with the staff members so that they receive the same message in the same way at the same time.
Using the readings for the week, the South University Online Library, and the Internet, respond to the following:
What role does the CNO or VPPCS play in addressing the concerns of the entire staff in nursing town-hall meetings? Why is this role important?
Provide an example of a need for the CNO or VPPCS to schedule an entire staff town-hall meeting.
How can the CNO or VPPCS minimize gossip and information via the “grapevine” before an entire staff town-hall meeting?
How would you craft an agenda and circulate it for a town-hall meeting?
How can the CNO or VPPCS integrate the use of electronic and social media into addressing staff concerns in twenty-first-century healthcare organizations?
Comment on the postings of at least two peers.
Evaluation Criteria:
Described the role of the CNO or VPPCS in addressing the concerns of the entire staff in nursing town-hall meetings, and explained the importance of this role.
Provided an example of a need for the CNO or VPPCS to schedule an entire staff town-hall meeting.
Suggested ways in which the CNO or VPPCS can minimize gossip and information via the “grapevine” before an entire staff town-hall meeting.
Explained how you would craft an agenda and circulate it for a town-hall meeting.
Recommended ways in which the CNO or VPCSS can integrate the use of electronic and social media into addressing staff concerns in twenty-first-century healthcare organizations.
Justified your answers with appropriate research and reasoning.
Commented on the postings of at least two peers.
ADDITIONAL DETAILS
Staff Concerns and the CNO
Introduction
A CNO is a role that many nurses feel they were born to fill. But like any job, there are aspects of it that can be challenging. For example, if you have ever been in charge of hiring new nurses or know what it’s like to have multiple reviews happen at once, then you know just how stressful these situations can be for everyone involved. If so, then this post is for you! In this article we’ll explore some common concerns among staff and offer solutions for how best deal with them as an employer.
Careful communication is a pre-requisite for any successful workplace interaction.
Communication is the key to success in any workplace. A lot of people don’t realize this, but communication can be hard—especially when you’re talking about sensitive topics. When you’re dealing with difficult situations at work, it helps to have some tools for communicating effectively:
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Explain why communication is important. People often prefer not to talk about things that make them uncomfortable or feel like they’re being judged by others; however, if you want them to listen and respond constructively then they must know what’s going on in your head first! This will help them understand where their comments might cross boundaries before they say anything bad (which could lead into conflict).
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Explain how one should communicate effectively when faced with an issue such as racism/sexism/etc… If someone says something hurtful towards another person then there are steps individuals should take before responding back: listening first – don’t interrupt unless necessary; admit fault instead of denying responsibility (this way no one gets angry); apologize sincerely for causing harm through either words spoken or actions committed against another person(s).
Welcoming feedback requires admitting that you might not be perfect.
Welcoming feedback requires admitting that you might not be perfect. You can’t please everyone, and it’s important to acknowledge that as a leader.
The CNO needs to be open-minded about this kind of feedback because he or she is likely to hear it from multiple sources at once. It’s also important for leaders to understand that they are not necessarily responsible for everything happening in their organization; there are many factors outside of their control (including the economy).
The CNO needs a clear understanding of how bad things could get before taking action—and he or she should have backup plans if things do go wrong!
Some nurses resist the idea of change.
Nurses are used to doing things a certain way. They may not realize it, but they’re often the first ones on staff at a hospital or clinic to see changes in patient care—and if you’ve been working as a nurse for more than a couple of years, then you’ve probably seen lots of them!
But change is hard; it’s not always easy for nurses (or anyone) when something changes overnight. It can feel like your whole identity has been ripped away from you—you suddenly feel like nothing more than another cog in someone else’s machine. If this happens often enough over time, then sometimes it becomes hard for us all: We become resistant and defensive about everything around us–including our jobs!
A culture of collaboration will encourage nurses to help problem solve.
A collaborative culture will help you solve problems and make your department run more smoothly. It’s not always easy, though—it can be hard for some people to collaborate with others or take on tasks that aren’t their own. But when everyone works together, the entire team is stronger as a result; this is what we call “collective intelligence.”
In order to achieve collective intelligence within your organization, you must create a collaborative environment where all members of your team are encouraged to share ideas and solutions with one another through open communication channels such as forums or social media groups (Twitter).
Plan for staff resistance in advance and make it easy to give feedback.
A few things you can do to make it easier for staff to give feedback:
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Listen. We all want our leaders to listen and be open-minded, but it doesn’t mean we’re going to share everything with them or always agree with the direction they’re taking us in. Make sure that your chief officers are hearing from those who work for them on a regular basis (e.g., weekly meetings), so they know what issues are important enough for their attention right now—and don’t forget about those who aren’t part of these regular meetings!
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Make it easy for people who have concerns about their job or workplace environment (or both) to come forward with suggestions on how things could improve without fear of retribution or retaliation from higher-ups (which is often just an excuse not too). This can also help prevent any potential conflicts between managers/supervisors vs employees who feel threatened by them; instead encourage collaboration between equals instead of authority figures trying
to dictate terms which may not be fair given certain circumstances.”
Concerns are not necessarily complaints. They are just information.
Concerns are not necessarily complaints. They are just information.
The CNO can use concerns to plan and make decisions, but the best way to use them is as a source of ideas that can be turned into action items for your team.
Staff concerns can help a CNO plan.
A concern is not a complaint. A concern can be something that you want to do but are not sure how to get started, or it could be something that you’ve been thinking about for some time and want to bring up with your supervisor.
Concerns are an indication of trust in your relationship with the CNO, which helps build rapport between them and their staff members (and ultimately leads to better results).
Conclusion
The CNO should always be aware of concerns and issues in the workplace, so that a plan can be put in place to deal with them. By taking this approach, the CNO will protect the health and safety of patients while also keeping staff happy and engaged at work!
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