Important tip to add: If you're the situation she's described, it is important to your best to navigate unit drama while also respecting the authority of the nurse manager to maintain a united front. The newer manager is still building credibility and it is helpful if as a charge nurse you make an effort to do your job well without stepping on their toes. So that can look like keeping them in the loop of challenging situations while doing your best to handle them autonomously, and not throwing them under the bus. If you're the head coach for the shift as a charge nurse, the nurse manager is like the Athletic Director. They're not in the game/at the bedside, but they're overseeing the operations. You want to do what you can to build a strong and respectable program without undermining them. This support should be reciprocated by good leadership.
I start as a nurse manager (first manager role) on a busy IMC/ICU Step-Down on 11/11. This floor apparently has a history of the seasoned nurses (those with 30+ years of experience) causing drama, not respecting their leaders, etc. Do you have a video or episode for new nurse managers?
I do not have one specifically for new nurse managers, however I did interview a nurse manager and you may find that helpful: freshrn.libsyn.com/straight-from-the-source-a-nurse-managers-honest-career-advice and here is the Apple Podcast link: podcasts.apple.com/us/podcast/straight-from-the-source-a-nurse-managers-honest/id1193758599?i=1000648348510 I do think the head coach mentality is helpful. I used to work on a unit like this, and the informal leaders who were bulldozers tested the new nurse manager with what they could get away with at the beginning. If you walk the line of being friendly but not friends, holding accountability consistently, while also giving them praise/encouragement/positive reinforcement - that should work well. My recent live on commanding respect vs. earning authority might be helpful too. I'm guessing you may have some who think they know more than you, but being a manager is totally different than high level clinical skill. so you'll want to command respect, knowing it'll take time to earn authority. There will be things they do have more knowledge about (operational daily unit things) but there will be a lot they don't know (budget needs, regulatory requirements, etc). So tapping into their knowledge base ("Hey, I'm curious about how XYZ has been done in the past and how that's gone...") can open the door for a way to value their input while keeping it in their lane. Also maintain a physical presence as much as you can and take time to get to know people, even if they're known for being rough around the edges. Those experienced RNs hate managers who barely talk to them and are in their office all day, so just some face time and asking about their perspective can go a long way. Good luck!
Important tip to add: If you're the situation she's described, it is important to your best to navigate unit drama while also respecting the authority of the nurse manager to maintain a united front. The newer manager is still building credibility and it is helpful if as a charge nurse you make an effort to do your job well without stepping on their toes. So that can look like keeping them in the loop of challenging situations while doing your best to handle them autonomously, and not throwing them under the bus. If you're the head coach for the shift as a charge nurse, the nurse manager is like the Athletic Director. They're not in the game/at the bedside, but they're overseeing the operations. You want to do what you can to build a strong and respectable program without undermining them. This support should be reciprocated by good leadership.
I start as a nurse manager (first manager role) on a busy IMC/ICU Step-Down on 11/11. This floor apparently has a history of the seasoned nurses (those with 30+ years of experience) causing drama, not respecting their leaders, etc. Do you have a video or episode for new nurse managers?
I do not have one specifically for new nurse managers, however I did interview a nurse manager and you may find that helpful: freshrn.libsyn.com/straight-from-the-source-a-nurse-managers-honest-career-advice and here is the Apple Podcast link: podcasts.apple.com/us/podcast/straight-from-the-source-a-nurse-managers-honest/id1193758599?i=1000648348510
I do think the head coach mentality is helpful. I used to work on a unit like this, and the informal leaders who were bulldozers tested the new nurse manager with what they could get away with at the beginning. If you walk the line of being friendly but not friends, holding accountability consistently, while also giving them praise/encouragement/positive reinforcement - that should work well. My recent live on commanding respect vs. earning authority might be helpful too. I'm guessing you may have some who think they know more than you, but being a manager is totally different than high level clinical skill. so you'll want to command respect, knowing it'll take time to earn authority. There will be things they do have more knowledge about (operational daily unit things) but there will be a lot they don't know (budget needs, regulatory requirements, etc). So tapping into their knowledge base ("Hey, I'm curious about how XYZ has been done in the past and how that's gone...") can open the door for a way to value their input while keeping it in their lane. Also maintain a physical presence as much as you can and take time to get to know people, even if they're known for being rough around the edges. Those experienced RNs hate managers who barely talk to them and are in their office all day, so just some face time and asking about their perspective can go a long way. Good luck!