Conflict coaching training for nurse managers: a case study of a two-hospital health system.

This study evaluated the application of the Comprehensive Conflict Coaching model in a hospital environment. Conflict coaching involves a coach working with a client to improve the client's conflict understanding, interaction strategies and/or interaction skills. The training of nurse managers as conflict coaches is an innovative continuing education programme that partially addresses conflict-related concerns in nursing. Twenty nurse managers trained as conflict coaches and each coached a supervisee. Qualitative data were gathered from nurse managers, supervisees and senior nursing leaders over an 8-month period and organized using standard programme evaluation themes. Benefits included supervisor conflict coaching competency and enhanced conflict communication competency for nurse managers and supervisees facing specific conflict situations. Challenges included the management of programme tensions. Additional benefits and challenges are discussed, along with study limitations. Conflict coaching was a practical and effective means of developing the conflict communication competencies of nurse managers and supervisees. Additional research is needed. Conflict is common in nursing. Conflict coaching is a new conflict communication and supervision intervention that demonstrates initial promise. Conflict coaching seems to work best when supported by a positive conflict culture and integrated with other conflict intervention processes.

Brinkert R 《-》

Developing hardiness in nurse managers.

Judkins S ，Furlow L ，Kendricks T 《-》

Revitalizing the charge nurse role through a bespoke development programme.

Platt JF ，Foster D 《-》

Modern matrons: reviewing the role.

Smith A 《-》

Developing expert clinical nurses: grow them, hold them and let them walk away.

The aim of the present study was to describe three case studies that exemplify decision making by a nursing leader related to retention of expert clinical nurses in the Emergency Department. Further understanding of decision-making processes that help nursing leaders to retain (or let go of) expert clinical nurses is needed so that sufficient numbers of expert nurses are available in the workforce to provide high-quality and safe patient care. Decision processes related to retention of expert clinical nurses are exemplified in three case studies. Orienting nurses to specialty areas is costly and retention of nurses is an important international issue. Expert clinical nurses across the skill continuum need guidance from nursing leaders related to their work behaviours and best choice for employment. Nursing leaders who are well acquainted with the skills and motivations of their employees are in the best position to promote the health of individual nurses and of specialty nursing units.

Spivak M ，Smith A ，Logsdon MC 《-》