From Frontline Nurse Managers to Academic Program Directors: Research, Strategies, and Commonalities

Mintz-Binder, Ronda D.

doi:10.1111/nuf.12016

Cited by 12 publications

(11 citation statements)

References 40 publications

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“…Both the higher education and clinical setting have been criticised for overlooking early career staff in leadership preparation (Shieh et al 2001, Paterson et al 2010). In addition, those in senior roles in both settings have indicated a lack of preparedness for their leadership roles (Mintz-Binder 2013).…”

Section: Literature Reviewmentioning

confidence: 99%

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Insights on leadership from early career nurse academics: findings from a mixed methods study

et al. 2015

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Aim To explore the perceptions of early career nursing academics on leadership in academia. Background There is growing emphasis on leadership capacity building across all domains of nursing. However, there is limited evidence on leadership capacity in early career academics. This study tested an intervention to develop leadership capacity amongst early career nursing academics in two Australian universities. Methods A sequential mixed methods design, using online surveys and semi‐structured interviews, was used to collect data. Results Twenty‐three early career nursing academics participated. Most had experience of formal leadership roles and were aware of its importance to them as they developed their academic careers. Participants were able to discuss their own views of themselves as leaders; their perceptions of their own needs for leadership development, and ways in which they could seek to develop further as leaders. Conclusion There is a need to provide initial and ongoing opportunities for leadership development amongst nurse academics. These opportunities should be contextualised and recognise factors such as gender, and the effects of structural oppression. Implications for nursing management Nurse academics are involved in the preparation of the next generation of clinical leaders and it is imperative that they are able to articulate a clear view of leadership.

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Section: Literature Reviewmentioning

confidence: 99%

“…). In addition, those in senior roles in both settings have indicated a lack of preparedness for their leadership roles (Mintz‐Binder ).…”

Section: Introductionmentioning

confidence: 99%

Insights on leadership from early career nurse academics: findings from a mixed methods study

et al. 2015

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“…Succession planning is needed to prepare and groom potential new leaders through leadership training and mentoring programs 15,16,33 . Succession planning also includes recognizing talented people as potential leaders and offering them structured leadership development programs to develop knowledge and understanding of the attributes and traits of an effective leader 4,16,25,34 .…”

Section: Resultsmentioning

confidence: 99%

“…Also, effective leadership of academic nursing deans and directors is essential to ensure successful strategies for nursing faculty recruitment, engagement, satisfaction, and retention. There is a need for purposeful and targeted succession planning given the importance of academic deans of nursing to the continued growth and development of the nursing profession 33,34 …”

Section: Resultsmentioning

confidence: 99%

Concept analysis: Succession planning

Phillips

2020

Nurs Forum

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The aim is to understand the concept of succession planning and its application to initiate successful succession planning in nursing education. In nursing education, there is a lack of qualified academic nursing administrators associated with a national nursing faculty shortage. Succession planning is often confused with other leadership management techniques. An understanding of the concept and its application is required to initiate successful succession planning in nursing education. Walker and Avant's methodological approach was followed for this concept analysis. The electronic databases searched included CINAHL, Medline, Google Scholar, PROQUEST, ERIC, PsycINFO, along with reference and bibliographic lists, relevant books, and public domain websites. The initial search terms included: succession planning, academic deans/directors, and nursing education. A pattern of five attributes emerged related to the characteristics of the concept of succession planning: organizational support and culture, attitude, commitment, and resources. Antecedents included strategic planning, identification of potential individuals, leadership development, mentoring programs, and identification of leadership competencies. Consequences of succession planning appeared to be related to retention, recruitment, improved leadership competencies, decreased role transition stress, and a healthier work environment. Succession planning has been defined as the proactive strategy involving the purposeful identification, assessment, and development of individuals through the processes of educating and mentoring for future leadership positions and establishing leadership continuity within an institution. Succession planning is needed for the continued growth and development academic nursing leaders.

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“…Recent work in nurse education [49,50] elaborated the need for training in curriculum leadership in these new and innovative models. Others see universities as 'ambidextrous organizations' [51] with a dual focus on creativity and efficiency.…”

Section: Leadership and Sustainabilitymentioning

confidence: 99%

Design Considerations for an Integrated, Problem-Based Curriculum

2016

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Problem-based learning (PBL) curriculum models have the potential to enhance content integration for improved curriculum coherence; however, full implementation of an overarching PBL design is a challenge few health sciences curricula have addressed successfully. Integration of basic, medical and social sciences at degree curriculum, rather than course level, requires the vertical and horizontal integration of knowledge, skills and dispositions across all the years of a programme of study. Such curricula require a different approach to planning, development and management. This paper examines PBL as a curriculum design for integration using an illustrative case of a matrix, team-based curriculum management model in dental education. Implications are drawn for the design and management of integrated curricula in higher education and professional health sciences programmes.

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From Frontline Nurse Managers to Academic Program Directors: Research, Strategies, and Commonalities

Abstract: Recommendations for encouraging healthy work environments, enhancing personal growth, leadership development, encouraging succession planning, and innovatively partnering toward the future are included.

Cited by 12 publications

References 40 publications

Insights on leadership from early career nurse academics: findings from a mixed methods study

Insights on leadership from early career nurse academics: findings from a mixed methods study

Concept analysis: Succession planning

Design Considerations for an Integrated, Problem-Based Curriculum

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