About two years ago, I was approached by my manager to take on a leadership role as the clinical nurse supervisor of a 42-bed medical–surgical unit.The reasons for my hesitation in accepting this position included all of those discussed in Dr. Hancock's article: lack of experience, less time with patients, and work–life imbalance, among others.
My manager at the time (now my mentor) made a point of identifying my strengths and assets in regard to this role, and her encouragement boosted my confidence and contributed to my belief in my leadership potential. With her support and that of other senior leaders in my organization, I accepted the management position and now feel inspired, responsible, and accountable for the care received by the patients recovering on my unit. The encouragement and guidance I received leading up to and following this decision have been crucial in my development as a nurse leader.
We must identify employees with management potential, embrace teachable moments, and, above all, set an example in the workplace. The success of any organization is largely dependent on the selection and development of its future managers and leaders.
Lauren Porter, BSN, RN-BC