NR532 Week 5 Discussion
Moving into a management or leadership position within the unit where you are currently working can
present many challenges in your relationships with peers who are now reporting to you. According to
Thomas and Osborne-McKenzie (2018), when you transition to leadership it can be seen as going from
“one of us” to “one of them”, but good communication and visibility are crucial to help you gain and
maintain respect from your team in your new role.
I was promoted less than a year ago from staff nurse to clinical manager after having worked side by
side with all the people that I am now supervising. Open communication is key, one of the first things I
did was to ask everyone what they think is the most important issue to tackle. I continue to ask
questions of the staff to get a better grasp of what is important and figure out the issues that really
mean something to them. Also, I was very upfront, open and honest about how my relationship would
have to change with them and the fact that I could not show favoritism just because we are friends.
The issue presented this week is a very difficult one, but family friend or not, as a supervisor you cannot
show favoritism. I would first have a private conversation with the employee who has violated the
attendance policy and document the conversation in her employee file. During this discussion I would
make sure that she has a copy of the attendance policy and understands the steps that I would need to
take if this behavior continues. It is of utmost importance that you treat everyone equally when you are
in a position of power at work, no matter your relationships outside the workplace. I believe that if you
are fair and consistent with everyone you will gain their respect and trust, which will make the
transition much less stressful for everyone involved.
Thomas, J. L., & Osborne-McKenzie, T. (2018). From Buddy to Boss Transitioning From “One of Us” to
“One of Them.” Nurse Leader, 16(5), 315–318. https://doi-
org.chamberlainuniversity.idm.oclc.org/10.1016/j.mnl.2018.07.007
As a nurse leader having the ability to hold others accountable while maintaining professionalism and
giving encouragement is a gift. The philosophy and vision of nursing, and the organization’s mission and
values, must be embedded in the staff to ensure quality delivery of care (Hedges,2012). The nurse
Leader must ensure that there is a clear understanding of policies and procedures. When dealing with
an employee with frequent tardiness it is important to first obtain the hospital policy for tardiness. After
reviewing it, I would schedule a meeting with the employee. I would start the meeting by thanking them
for their years of service. I would then ask the employee if everything was going well and if they had any
issues that we can assist with to help them get to work on time. If there are no immediate issues related
to health or family, I would review the time and attendance policy with the employee. I would highlight
the importance of the policy and let them know the impact that tardiness has on patient care and the
work environment. I would then make sure the employee understands that the expectation moving
forward is for them to adhere to the time and attendance policy. I would make it very clear that the
next occurrence would result in progressive discipline. I would end the meeting by thanking them for
their commitment and attention to the matter. As a leader having the difficult conversation builds
character
Moving into a management or leadership position within the unit where you are currently working can
present many challenges in your relationships with peers who are now reporting to you. According to
Thomas and Osborne-McKenzie (2018), when you transition to leadership it can be seen as going from
“one of us” to “one of them”, but good communication and visibility are crucial to help you gain and
maintain respect from your team in your new role.
I was promoted less than a year ago from staff nurse to clinical manager after having worked side by
side with all the people that I am now supervising. Open communication is key, one of the first things I
did was to ask everyone what they think is the most important issue to tackle. I continue to ask
questions of the staff to get a better grasp of what is important and figure out the issues that really
mean something to them. Also, I was very upfront, open and honest about how my relationship would
have to change with them and the fact that I could not show favoritism just because we are friends.
The issue presented this week is a very difficult one, but family friend or not, as a supervisor you cannot
show favoritism. I would first have a private conversation with the employee who has violated the
attendance policy and document the conversation in her employee file. During this discussion I would
make sure that she has a copy of the attendance policy and understands the steps that I would need to
take if this behavior continues. It is of utmost importance that you treat everyone equally when you are
in a position of power at work, no matter your relationships outside the workplace. I believe that if you
are fair and consistent with everyone you will gain their respect and trust, which will make the
transition much less stressful for everyone involved.
Thomas, J. L., & Osborne-McKenzie, T. (2018). From Buddy to Boss Transitioning From “One of Us” to
“One of Them.” Nurse Leader, 16(5), 315–318. https://doi-
org.chamberlainuniversity.idm.oclc.org/10.1016/j.mnl.2018.07.007
As a nurse leader having the ability to hold others accountable while maintaining professionalism and
giving encouragement is a gift. The philosophy and vision of nursing, and the organization’s mission and
values, must be embedded in the staff to ensure quality delivery of care (Hedges,2012). The nurse
Leader must ensure that there is a clear understanding of policies and procedures. When dealing with
an employee with frequent tardiness it is important to first obtain the hospital policy for tardiness. After
reviewing it, I would schedule a meeting with the employee. I would start the meeting by thanking them
for their years of service. I would then ask the employee if everything was going well and if they had any
issues that we can assist with to help them get to work on time. If there are no immediate issues related
to health or family, I would review the time and attendance policy with the employee. I would highlight
the importance of the policy and let them know the impact that tardiness has on patient care and the
work environment. I would then make sure the employee understands that the expectation moving
forward is for them to adhere to the time and attendance policy. I would make it very clear that the
next occurrence would result in progressive discipline. I would end the meeting by thanking them for
their commitment and attention to the matter. As a leader having the difficult conversation builds
character
